Personal Finance

Spot and deal with an office bully to boost productivity at the workplace

toxic

Toxic employees are a drag not only to their colleagues but also on the company bottom line. PHOTO | FILE

Bullying is mean, degrading and humiliating behaviour from someone with the purpose of intimidating someone else.

Bullying is not always obvious or apparent to others, and may happen at the workplace without an employer’s awareness. It can be between two individuals or it may involve groups of people.

Bullying might just be a one-off isolated incident or take place persistently over a long period. Although sexual harassment is unlawful in Kenya, the law is unclear on other forms of bullying.

Bullying is probably more prevalent at work than most people realise and usually happens face-to-face, by letter, email or phone.

Cyber-bullying, especially on the social media is rampant. Other examples include spreading malicious rumours, unfair treatment, picking on someone, regularly undermining a competent worker and denying someone’s training or promotion opportunities.

Perpetrators use varied tactics some of which might be obvious while others are insidious.

Their purpose is to disgrace, demean and discredit their victims in order to gain and maintain power over them.

Bullies are masters in setting the stage for humiliation of their unsuspecting victims who are usually hardworking colleagues, their only sin being that they possess something that their tormentors covet.

Overt bullies are easy to spot, with their blatant, aggressive and in-your-face behaviour. They act in the open and seem to enjoy the trail of pain and distress they leave in their wake. They harass and antagonise their victims by forming cliques and recruiting sycophants at workplace.

They like throwing up tantrums like small children and amplify trivia matters out of proportion in order to manipulate. They are endlessly negative, complaining unceasingly and being critical of literally everything at work.

One crafty technique bullies use is by blaming their targets for their anger and outbursts, implying that they deserve the treatment they are getting.

Bullies do not take responsibility for their juvenile behaviour and will never back down unless they must. Intimidation, use of threatening behaviour and tempering with personal belongings is their tool of trade.

Covert bullies can be very similar to their overt counterparts, only that they are subtle, sneaky, and largely use behind-the-scenes strategies.

They device schemes and take advantage of those weaker than themselves in the office. Like their overt partners-in-crime, they set up and rely on factions to give themselves a sense of power.

Their bullying strategies include making sick, damaging and nasty jokes while wearing a sly smile and portraying innocence. When confronted, their standard response is usually ‘I was just joking,’ while accusing their targets of being too sensitive.

These aggressors are conspicuously silent in meetings only to launch their devious attacks afterwards. They form groups of followers akin to primary school kids in the playground and find gullible people in the office to voice their opinions for them. They bad-mouth and instigate exclusion of their victims from office social groupings.

Underground bullies are critical, negative and impossible to please while they relentlessly go after the weak, the isolated and the submissive.

They focus on trivial issues, specialise in finding mistakes and concentrate on problematic issues that cannot be solved. They act like experts and know-it-all bigots who is better than everyone else. Only their opinion and point of view matter.

They are good at colluding with people in power to subjugate their victims. These bullies are passive-aggressive actors, making it almost impossible to predict their behaviour. They are masters in provoking drama in the office with their gossiping, lying and rumour-mongering.

They cause confusion, chaos and conflicts in the office and then act like the cool heads and peacemakers. Secretive bullies are chiefs of blackmail and emotional intimidation.

They ask prying questions of their preys and use the information deceitfully for their own benefit. They know the company systems inside out and use that knowledge to undercut authority.

They push personal and organisational boundaries to near breaking point but are smart enough to operate within them while doing only the minimum.

Overt bullies are easy to identify, recognise and get evidence against. It is the secretive, clandestine and concealed manipulation of the covert ones that is very difficult, almost impossible to detect.

It is even harder to gather evidence against them as they operate under cover. This makes it almost impossible to take legal action against them.

The way to deal with these bullies is to be assertive, strong and courageous. There is no purpose to argue or reason with them, as you will never be caring, compassionate or empathic enough.

You are neither their rescuer nor their therapist; you will never change them. Do not remain silent as by doing so you become part of the problem. You have to overcome your indecision, fear and hesitation.

When possible, get people on your side who share your determination and zeal. Shine a light on the tactics, schemes and ploys of these mean, scheming tormenters.

Keep details of incidences including all facts of what happened, when, where and who was present, and what was said. Build a clear picture of the pattern of behaviour that these aggressors use to achieve their warped and perverted ends.

Also, educate yourself on the company’s policies, rules, regulations and procedures, especially those that concern harassment, bullying and abuse.

If need be, take Assertive lessons so you are able to stand up for yourself. Most people lose their voice and confidence as a result of bullying.

Develop healthy and strong boundaries by being clear about what you can accept and what you will not tolerate. Love and value yourself; after all, there is only one of you.

Demonstrate to the company and your boss which cost is greater between tolerating this aggravation and getting rid of one rotten apple. Do make a business case for how damaging bullying is to the entire company.

Workplace bullies are a drain on company productivity and a drag on the bottom line. Employee disillusionment, turnover and sick leave are often much higher than normal in departments where bullies have their way.

Loss of organisational reputation and the high cost of compensation are also the price companies pay for putting up with bullies.

Businesses would well be advised to look into the values and ethos operating at the workplace that encourages bullying behaviour. This ensures that the focus is on the toxic culture that underpins its practice rather than the perpetrators themselves.

The author is a therapeutic counsellor, registered and practising in Leeds, UK.