Workplace bullying often starts small, unnoticed, but over time, it can cause immense pain and leave its target feeling helpless and surprised by what has unfolded.
As a researcher and university professor, I have interviewed over 200 individuals who have experienced workplace bullying across 24 industries, 27 states, and 15 countries. Many of these individuals didn’t realize they were being bullied until they were already deep into the experience. Understanding the dynamics of bullying, however, helped many of them find relief.
Workplace bullying is defined as a malicious attempt to push someone out of their job through unjustified accusations, humiliation, harassment, emotional abuse, or terror. This can lead to mental trauma and physical distress, often fueled by a toxic workplace culture. Though the signs may be subtle, bullying typically follows a predictable pattern, first outlined by psychologist Heinz Leymann and expanded upon by other researchers like Duffy, Sperry, and the Namies at the Workplace Bullying Institute.
The typical trajectory of workplace bullying unfolds in several stages:
1. Target Identification
Bullies tend to target individuals who are highly competent, creative, and respected in their work. These targets usually avoid office politics and possess a positive outlook, making them stand out as top performers. Bullies, in contrast, often lack expertise, manipulate situations, and thrive on gossip, sabotage, and isolation. They feel threatened by the target’s success and attempt to undermine them.
2. Jealousy and Battle Plans
Once the bully identifies their target, they begin plotting to drive them out. Initially, the bully might pretend to be a friend to gain personal information, which can later be used to weaken the target. For example, if the target is a strong writer, the bully may take away writing tasks, citing incompetence, to create doubt about the target’s abilities.
3. Precipitating Event
The event that triggers the bullying often isn’t the real cause, but simply a reason the bully uses to justify their actions. This could be something like the target getting a promotion the bully’s friend wanted or leading a successful project. The bully uses this moment to rally others against the target.
4. Underground Battle
The first attacks are often subtle, such as gossip, backhanded comments, and whispers of incompetence. The bully may also approach colleagues to plant doubts about the target’s character or abilities. They may even involve HR, claiming concerns about the target’s performance or mental health. Despite the target’s record of accomplishments, HR might eventually start documenting issues, which could lead to the target’s eventual termination.
5. Escalating Attacks and Mobbing
As the bullying continues, the target may be placed on a Performance Improvement Plan (PIP) with vague or unattainable goals. The target will often be excluded from meetings and social events, then criticized for missing information. This leads to increased isolation and stress, and bystanders, fearing they might become the next target, may join in on the bullying.
Studies show that the target’s mental and physical health often suffers. Anxiety, depression, migraines, and even symptoms of PTSD are common. Despite seeking help from superiors, the bully’s early influence makes it hard for the target to be heard.
6. Final Resignation, Cover-up, and Recovery
After months of abuse, many targets either resign, are terminated, or forced into leaving through “constructive discharge.” Some companies offer compensation packages in exchange for signing a nondisclosure agreement (NDA), keeping the abuse quiet. Targets often leave without a job, insurance, or financial security, just as their health is most at risk.
Even after they leave, bullies may continue to damage the target’s reputation, making it harder to find new employment. Instead of addressing the toxic workplace culture, organizations may offer vague explanations like “the stress was too much for them.”
However, all hope is not lost. Many former targets find new jobs in workplaces with a healthier culture. Some even become advocates for workplace legislation, pushing for stronger protections against bullying.
Understanding how workplace bullying progresses is key to stopping it. By recognizing the signs early, targets can defend themselves, and bystanders can become allies. With an organizational commitment to psychological safety, workplaces can foster environments where creativity and respect thrive.
Related topics:
