5 Myths About Workplace Bullying: Debunked

by Jul 15, 2012

Myth 1: Bullying only happens in the schoolyard

If anyone tries to tell you bullying at work doesn’t exist, tell them 25 years of research says otherwise. Academics have been looking at this phenomenon since the first article published on the topic in 1984. Since then, thundreds of research articles have indicated that approximately 50% of the population is bullied at some point in their career. (Though research articles vary in their statistics… some say 30%, and one even says 90%…)

Recently the National Institute for Occupational Safety and Health (NIOSH) found that almost 25% of American businesses have some level of bullying – and they found that 11% of the bullying is committed against customers.

Myth 2: Bullying and conflict are the same thing

Conflict is about disagreement and interpersonal differences. It occurs when two people perceive that whomever they are in conflict with is in the way of getting needs met. Workplace bullying, on the other hand, is psychological abuse. You wouldn’t tell a target of domestic violence to see a conflict manager, and you shouldn’t tell a target of workplace bullying that either.

Myth 3: Bullies are evil psychopaths out for blood

The media loves to portray bullies this way because it makes for better news and it makes targets of bullying feel better about their situation. But most workplace bullies are unaware that their behavior makes others so uncomfortable. While there may be some bullies out there who are indeed malicious, the research does not support this notion that all bullies are purposefully evil.

Myth 4: Bullying is covered under current harassment laws

Harassment and hostile work environment laws in the U.S. only cover protected classes. That means that if the bully is an “equal opportunity bully,” and does not bully because of the nine protected classes, including race, color, gender, religious beliefs, national origin, age, familial status, or disability, then the bullying is legal.

Myth 5: Bullying can be solved by implementing an anti-bullying corporate policy

We can create policies until we run out of ink, but unless they are in alignment with the organization’s overall vision and leadership supports them 100%, it will be like they don’t exist at all. Corporate policies are only as good as management and employee’s support for them.

In order for a policy to be effective, it needs to be accompanied by training, performance management programs, and rewards systems. And, leaders have to set an example of appropriate behavior.

Do you know how much money chronically bad behavior costs your company? Spoiler alert – it’s a LOT higher than you want it to be. Download our data and worksheet to see how it’s costing your organization and what you can do to fix it.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500’s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought-leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author and blogger, and has 50+ courses reaching global audiences on LinkedIn Learning. Catherine’s award-winning book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, was hailed by international leadership-guru, Ken Blanchard, as, “the most comprehensive and valuable handbook on the topic.” Her latest book is Navigating Toxic Work Environments For Dummies (Wiley).

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