You repeatedly upset someone around you
You may notice this if someone gets angry at you a lot, complains about your behaviour or is tearful often. These reactions are indeed a red flag and should be taken seriously.
You have a lack of empathy
This is not always easy to recognise in oneself. You may want to ask people around you whether they think that is the case, or even take an empathy test.
You can get aggressive
This may include openly shouting, threatening or humiliating someone in front of others. But it could also be passive aggressive comments, such as 'Oh, you are doing it that way, that's brave'.
You thrive around insecure people
If you make yourself feel better by evoking discomfort or insecurity in a colleague, that would be a classic sign of bullying. This could be done, for example, by persistently picking on someone or deliberately setting them up to fail.
You spread malicious rumours about a staff member
It may not seem like a big deal, but spreading rumours could make someone's life a living hell – costing them professional and social success.
You misuse your power or position about performance issues
For example, you may intentionally block someone's promotion or take away duties and responsibilities without any rationale or substance. Other possibilities include deliberately and persistently ignoring or excluding someone from joint collaborations and social events.
Academics still disagree about how bullying should be conceptualised and defined.
The first researcher to investigate bullying – in Norway – used the word 'mobbing' to describe it in 1973.
Most Western countries have borrowed the English term for bullying, yet this is not always the case.
Bullying may take many forms, from physical assault, verbal abuse and social exclusion to cyber bullying.
Generally, to be considered bullying, the practice must be carried out either by an individual or a group, repeatedly over time, and with an intent to hurt an individual person.
The fact that we have no clear definition might explain why it is sometimes difficult to estimate the prevalence of workplace bullying.
In 2017, the Workplace Bullying Institute estimated that 60.3million workers in the US alone have been affected by workplace bullying.
In the UK, the Advisory, Conciliation and Arbitration Service (Acas) reported having received 20,000 calls from workers related to bullying and harassment in 2016, many of whom were from an ethnic minority employed in the public sector or women who worked in traditionally male-dominated professions.
The real figures may be distorted as bullying is not always reported, out of fear of retaliation or perhaps because the person affected might not realise they are being bullied.
If your self esteem has been crushed, you may end up blaming yourself, thinking you are worthless and even justify being bullied – not realising you are actually being abused.
Bullying is especially likely to take place in stressful workplaces with poor leadership and a culture that rewards aggressive, competitive behaviour.
We know that bullying can trigger an array of mental health issues including depression, burnout, increased absenteeism, low self-confidence and stress.
Employers who do not provide a safe environment for their employees are in fact breaking the law.
While most countries have some sort of policy on tackling bullying in place (including Canada, Australia, the Netherlands, Sweden, France and Denmark) we need a greater global push to recognise how widespread the problem is.
Educating people about bullying is a positive step forward. This will also create a safer environment for victims to come forward.
Hopefully, the change brought about by the #metoo movement with regards to sexual harassment will soon spread to include bullying.
In the meantime, we should all make sure we are doing everything we can to treat others with respect.
-The Conversation
