Workplace bullies affect mental health

People accused of workplace bullying, including those in management roles, may be surprised and sometimes hurt that their behaviour is seen as harmful by their coworkers and employees.

“Bullying at work creates a psychologically unsafe work environment filled with fear and anxiety,” says Mary Ann Baynton, program director of the Great-West Life Centre for Mental Health in the Workplace. “Not just for the target – of whom the Canadian Mental health Association finds nearly one in two (45%) will suffer stress-related health problems as a result – but also for those around them, who are exposed to this toxic behaviour.”

Brokers can help their business clients stop bullying before it becomes an issue by sharing these simple self-awareness questions:

• How do I interact with others when I am frustrated at work?
• How does it differ from when I am feeling calm?
• How do I interact with the person I perceive to be the weakest on my team?
• How might I interact differently with a person I perceive to be strong and confident?
• When am I more passionate or animated? What might that look like to others?

“It’s easy to lose sight of how others might perceive our behaviours when we are passionate about our work,” says Baynton. “We might not notice that our volume has increased, or that we are talking over others. In those instances, we might be quite surprised to learn the impact our actions can have. This is why it’s important to develop self-awareness of how we express our emotions at work.”

Those who are the target of bullying should follow these pieces of advice:

• Firmly tell the person that his or her behaviour is not acceptable and ask them to stop. You can ask a supervisor or union member to be with you when you approach the person.
• Record the harassing behaviour, including dates, details, outcomes and witnesses, if available.
• Report the harassment to the person identified in your workplace policy, your supervisor, or a delegated manager. If your concerns are minimized, proceed to the next level of management.
• Do not retaliate. You may end up looking like the perpetrator and will most certainly cause confusion for those responsible for evaluating and responding to the situation.