It often leads to a toxic work culture that diminishes productivity and erodes employee morale
Various studies have quite often revealed that around 30 per cent of employees experience bullying at every step they take at their workplace, while a significant portion of the workforce witnesses it without intervening. Unlike harassment, which is more likely to be reported due to the legal and policy frameworks that exist around it, bullying often lacks formal channels for redress. Workplace bullying is a serious and pervasive issue that affects individuals and organisations across various industries. It has become a silent epidemic where the victim’s personal life as well as professional performance are often declined regarding mental health resulting in loss of self-esteem.
Not only does the employee suffer but for the organisation too the consequences are equally severe. The stress of enduring repeated harassment results in physical health issues such as headaches, insomnia and a weakened immune system leading to decreased employee engagement and productivity. Now, workplace bullying manifests in numerous ways, from overt actions like public humiliation to covert tactics such as excluding someone from important meetings or withholding critical information. It may also involve power dynamics, where a manager targets a subordinate or senior staff and manipulates their junior colleagues. Unlike occasional conflicts or disagreements, this type of bullying is systematic and persistent, leading to a toxic environment for the targeted individuals. However, the psychological impact of bullying can be profound. Victims often experience stress, anxiety, and depression because of the ongoing harassment. This stress further manifests in physical symptoms that include headaches, fatigue and even cardiovascular issues, as the body’s stress response becomes consistently triggered. In extreme cases, the trauma can even lead to severe mental health conditions, affecting victims’ self-esteem and overall sense of well-being. Over time, employees or the victim may develop symptoms of post-traumatic stress disorder (PTSD) if the harassment is severe or prolonged. The victim may start avoiding their workplace altogether, resulting in absenteeism and some cases, may even resign to escape the toxic atmosphere.
This stigma, combined with the fear of being perceived as weak or incapable, can even prevent them from reaching out for help. The resulting isolation allows bullying to continue unchecked and causes the victims to suffer without the support they need. This isolation further perpetuates the silence surrounding workplace bullying, thereby turning it into a pervasive yet hidden problem. This reduction in productivity doesn’t only affect the targeted individual but can also disrupt team cohesion, workflow, and project timelines.This culture of fear can sooner or later result in a breakdown of trust and respect among team members, reducing collaboration and open communication. As more employees become disengaged or demoralised, the organisation’s overall culture will suffer, leading to lower employee satisfaction and retention rates. It can’t be ignored that workplace bullying is a pervasive issue with wide-reaching effects on individuals, team dynamics and organisational success. Clear anti-bullying policies, coupled with effective reporting mechanisms, can empower employees to come forward without fear of retaliation. Organisations should also invest in regular training to help employees recognise and address bullying behaviours in themselves and others, fostering a workplace culture that discourages mistreatment. Only when an organisation emphasises respect, accountability, and open communication, can the incidence of bullying be reduced thereby leading to a more positive, productive and healthy work environment. preventing workplace bullying will benefit not only the victims but the organisation too, reinforcing a work culture that values employee well-being and mutual respect.
(The writer is an educator; views are personal)
