One of the most recurring problems for HR staff is that of workplace bullying. Bullying at the office is an issue that can have negative effects on an organization, and can bring with it decreased productivity as well as legal ramifications. The toxic effects of workplace bullying are many, and can include reduced productivity, morale and efficiency, increased absenteeism and sick time, as well as high employee turnover. Moreover, dealing with these situations can cost the business money, in the form of increased costs for recruitment due to high turnover, costs paid to resolve bullying situations and even employee lawsuits. Ultimately, this can serve to give the company a bad reputation as an organization where no one wants to work. While bullying is not in itself illegal, it can lead to illegalities relating to bias and harassment so it is the duty of every HR professional to be on the lookout for such behavior and neutralize it before it becomes a major problem. Below are some “bully personality” types to look out for, as well as what can be done to address the issue of bullying.
Common “Bully Personality” types
The founder of OvercomeBullying.org, Anton Hout, has argued that there are eight types of Office Bully:
Screaming Mimis: These are people who are obnoxious, loud, and abusive. They see their behavior as that which is to be feared, and use it to humiliate and berate co-workers. This is the most easily recognized bully type.
Two-Headed Snakes: Individuals who act like loyal friends and colleagues in front of their co-workers, but behind these same co-workers’ backs they will do things such as say things behind their back, attack their performance, and take credit for their work.
Constant Critics: Bullies who constantly criticizing the work of others as a way to diminish their confidence. They are always looking for flaws in the performance of others as a way of destroying their credibility and in many cases such criticism is unwarranted and only made for the sake of taking down a fellow employee. Some might go so far as to create “evidence” or falsify documents to use against their co-workers.
Gatekeepers: These can have a detrimental effect on efficiency and productivity. Gatekeepers treasure what power they have and use it to hold over others. Whether this power is actual or imaginary, these individuals tend to deny their co-workers the tools needed to get the job done, whether it is time, information, or other resources.
Attention Seekers: These people insist on being the constant center of attention. They tend towards flattery of their superiors and to new employees appear helpful and friendly. However, if they do not receive enough attention in return, they can lash out by resorting to dramatic behavior to achieve control over as well as get sympathy from others. Moreover, any personal information they have about their co-workers may be used against these unfortunate colleagues.
Wannabes: Workers who see themselves as the main movers and shakers and demand recognition for anything they do at all times. Much of the time, however, they’re not very skilled at their jobs. To compensate, they criticize the work of others, insisting that everything be done their way.
Gurus: Talented employees who, while skilled, are emotionally immature. They tend to feel superior to their colleagues, and consequently might not feel obligated to observe the same rules as everyone else. Much of the time, they refuse to accept they might be wrong, and tend towards avoiding taking responsibility for any mistakes.
Sociopaths: Superficially charming and charismatic, these bullies lack any empathy for others. These are dangerous individuals who are highly manipulative, and use others to do their dirty work in return for moving up in the company with them.
What HR can do
HR departments need to be clear in their policies regarding bullying so that everyone is on the same page. Policies should clearly define what the types of bullying are and be descriptive of its behaviors. Clear procedures need to be outlined as to how to report bullying from co-workers and managers. Investigations should have a clear process which details descriptions of any complaints and safeguards should be put into place to avoid retaliatory behavior. Finally, there should be a clear set of consequences that should be set should anyone violate rules relating to anti-bullying.
Bullying can affect productivity, lower morale, and cause high turnover. By identifying the problem and setting up a clear policy to prohibit bullying, HR can ensure that such behavior is prevented, which can preserve the integrity of the company’s culture and make for a better workplace overall.
