Characteristics of Workplace Bullying
Workplace bullying refers to repeated, harmful mistreatment of an employee through verbal abuse, offensive conduct, or work interference that threatens health or job performance.
It involves a power imbalance where the target struggles to defend themselves against persistent psychological aggression, humiliation, or sabotage.
Unlike isolated conflicts, bullying is systematic and enduring, creating a hostile environment that undermines productivity and well-being.
It can manifest through overt actions (yelling, insults) or covert tactics (exclusion, unreasonable deadlines).
Below are the 10 major characteristics of bullying in the workplace:
Repetitive Pattern
Workplace bullying isn’t a single heated argument or occasional criticism—it’s a sustained campaign of aggression that occurs consistently over time.
A manager might repeatedly sabotage an employee’s work by “forgetting” to include them in crucial emails week after week, or a coworker could deliver backhanded compliments daily under the guise of humor.
This persistent nature wears down targets gradually, making it harder to recognize and address compared to one-time incidents.
The repetition also distinguishes bullying from normal workplace conflicts that get resolved.
Power Imbalance Dynamics
True bullying always involves an uneven power relationship where the target feels unable to stop the mistreatment effectively.
This could be formal power, like a supervisor misusing authority to overload someone with impossible tasks, or social power, such as a popular employee rallying others to exclude a colleague.
The power disparity leaves victims feeling trapped—they fear retaliation if they complain, yet suffer in silence.
Even when bullies hold equal organizational rank, they often wield other advantages like seniority, political connections, or information control.
Psychological Harm Focus
While physical intimidation can occur, workplace bullying primarily attacks mental and emotional well-being through tactics designed to erode self-esteem and professional confidence.
Gaslighting (making someone doubt their perceptions), constant nitpicking, or malicious gossip all aim to destabilize the target psychologically.
The damage compounds over time, often leading to anxiety, depression, and even PTSD symptoms.
Unlike constructive feedback that improves performance, bullying criticism offers no legitimate path to improvement—it exists solely to demean and control.
Work Interference Tactics
Bullies frequently sabotage work performance as a control mechanism.
They might withhold necessary information, set unrealistic deadlines, or take credit for others’ ideas—all while maintaining plausible deniability.
A department head might systematically overload one team member with menial tasks while assigning meaningful projects to others, ensuring the target never has opportunities to shine.
These covert disruptions make it appear that the victim is incompetent, further isolating them while protecting the bully from accountability.
Isolation Strategies
Social exclusion serves as a potent bullying tool, whether through overt shunning or subtle networking manipulation.
The bully might “accidentally” leave someone off meeting invites, turn coworkers against them with rumors, or freeze them out of after-hours bonding that influences promotions.
This isolation serves dual purposes: it deprives the target of support systems while reinforcing the bully’s social dominance.
The resulting loneliness makes victims question whether the problem lies with them, deepening the psychological toll.
Public Humiliation Techniques
Many workplace bullies operate in the open, couching cruelty as “jokes” or “hard truths” to mask their behavior.
They might ridicule mistakes in team meetings, mock personal traits under the pretense of banter, or stage “interventions” about fabricated performance issues.
Public attacks serve as demonstrations of power that intimidate both the primary target and potential witnesses.
Colleagues often stay silent not because they approve but because they fear becoming the next target if they object.
Inconsistent Application of Rules
Bullies frequently enforce policies selectively to harass their targets while exempting favorites.
They might penalize one employee for being five minutes late while ignoring others’ habitual tardiness or demand excessive documentation from certain individuals but not the whole team.
This arbitrary rule application creates a sense of perpetual instability—the target can never feel secure because standards shift unpredictably.
It also provides the bully with superficial justifications for their mistreatment when challenged.
Blame Shifting Tendencies
When confronted, workplace bullies instinctively reverse accusations to portray themselves as victims.
A bullying manager might claim that an employee’s poor performance “forced” them to be harsh or that complaints reflect the target’s inability to handle “normal workplace pressure.”
This manipulation confuses bystanders and leadership, often leaving genuine victims punished while bullies escape consequences.
The tactic works especially well in environments prioritizing superficial harmony over truth-seeking in conflict resolution.
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Health Consequences
Prolonged workplace bullying triggers measurable physical and mental health deterioration.
Targets frequently report sleep disturbances, hypertension, gastrointestinal issues, and weakened immune systems from chronic stress.
Psychologically, they experience heightened anxiety, loss of professional confidence, and in severe cases, suicidal ideation.
These health impacts represent more than personal suffering—they create tangible organizational costs through increased sick days, disability claims, and turnover that should motivate employer intervention even beyond ethical obligations.
Read More: Features of Org. Conflict
Organizational Tolerance Factors
Bullying persists in workplaces that implicitly or explicitly permit it through inaction, excessive competitiveness, or cultural norms celebrating aggression as “strong leadership.”
Some companies prioritize short-term results over employee well-being, viewing bullies as “high performers” worth retaining despite their damage.
Others lack clear reporting channels or conduct superficial investigations that protect perpetrators.
The most effective anti-bullying measures combine strong policies with cultural transformation that rewards collaboration and sanctions abuse at all levels.
Hence, these are the 10 notable characteristics of workplace bullying in business.
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Siddhu holds a BIM degree and in his free time, he shares his knowledge through this website with the rest of the world.