August 30, 2007

25 Top Workplace Bully Tactics

Workplace bullies use many methods to intimidate their targets. Based on studies of toxic workplaces, the Workplace Bullying Institute has identified 25 of the Top Workplace Bully Tactics employed by workplace bullies (see here).
  1. Falsely accused someone of "errors" not actually made (71 percent).
  2. Stared, glared, was nonverbally intimidating and was clearly showing hostility (68 percent).
  3. Discounted the person's thoughts or feelings ("oh, that's silly") in meetings (64 percent).
  4. Used the "silent treatment" to "ice out" and separate from others (64 percent).
  5. Exhibited presumably uncontrollable mood swings in front of the group (61 percent).
  6. Made up own rules on the fly that even she/he did not follow (61 percent).
  7. Disregarded satisfactory or exemplary quality of completed work despite evidence (58 percent).
  8. Harshly and constantly criticized having a different standard for the target (57 percent).
  9. Started, or failed to stop, destructive rumors or gossip about the person (56 percent).
  10. Encouraged people to turn against the person being tormented (55 percent).
  11. Singled out and isolated one person from coworkers, either socially or physically (54 percent).
  12. Publicly displayed "gross," undignified, but not illegal, behavior (53 percent).
  13. Yelled, screamed, threw tantrums in front of others to humiliate a person (53 percent).
  14. Stole credit for work done by others (47 percent).
  15. Abused the evaluation process by lying about the person's performance (46 percent).
  16. Declared target "insubordinate" for failing to follow arbitrary commands (46 percent).
  17. Used confidential information about a person to humiliate privately or publicly (45 percent).
  18. Retaliated against the person after a complaint was filed (45 percent).
  19. Made verbal put-downs/insults based on gender, race, accent or language, disability (44 percent).
  20. Assigned undesirable work as punishment (44 percent).
  21. Created unrealistic demands (workload, deadlines, duties) for person singled out (44 percent).
  22. Launched a baseless campaign to oust the person; effort not stopped by the employer (43 percent).
  23. Encouraged the person to quit or transfer rather than to face more mistreatment (43 percent).
  24. Sabotaged the person's contribution to a team goal and reward (41 percent).
  25. Ensured failure of person's project by not performing required tasks, such as sign-offs, taking calls, working with collaborators (40 percent)


Anonymous said...

 Overloaded with work and makes it harder to achieve targets
 Have their responsibility increased but their authority removed
 Subject to excessive monitoring, supervision, micro-management

Anonymous said...

Be threatened with lawsuits.