3/26/2008

Bullies may be causing more harm in your workplace than sexual harassers, according to a new study, "Outcomes of Aggression and Harassment." Although both bullying and harassment have negative consequences, the study concluded that employees who experienced various types of workplace aggression—bullying, incivility, or interpersonal conflict—were more likely to quit their jobs, be less satisfied with their jobs, have lower well-being, and have less satisfying relations with their bosses than employees who were sexually harassed. In addition, bullied employees reported more job stress, less job commitment, and higher levels of anger and anxiety.

The study's authors looked at several types of workplace aggression. Incivility included rudeness and discourteous verbal and nonverbal behaviors. Bullying included persistently criticizing employees' work; yelling; repeatedly reminding employees of mistakes; spreading gossip or lies; ignoring or excluding workers; and insulting employees' habits, attitudes, or private life. Interpersonal conflict included behaviors that involved hostility, verbal aggression, and angry exchanges.

The researchers explained that the differences between the effects of bullying and sexual harassment may be the result of organizations having become very attuned to the problem of sexual harassment, so harassment victims might find it easier to cope. On the other hand, "nonviolent forms of workplace aggression such as incivility and bullying are not illegal, leaving victims to fend for themselves," said the study's authors.

How can you prevent bullies from making your workplace unsafe for employees? Be sure to take complaints about aggression and other forms of bullying seriously. Unlike sexual harassment or discrimination complaints, many employers don't give charges of workplace bullying the attention they may deserve, often dismissing the allegations as employee griping. And if a top performer is involved, there may be even more reluctance to take strong action.

It's also critical to pay attention to feedback. Short of formal complaints, keep an ear to the ground for what employees are saying about workplace relationships and behavior, as it could indicate that you have a bully on your hands. Monitor feedback from exit interviews, managers, and supervisors, even from clients and vendors. Also keep an eye on more objective indicators, including turnover, absenteeism rates, productivity, benefit costs, and recruiting and retention success. For more tips on preventing workplace bullying and how to identify bullies, click here for our exclusive story, "Bullies in the Workplace: How to Prevent, Recognize, and Remedy Problems; 5 Management Strategies."

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