Think workplace bullying is a rare unfortunate event? Think again. Nearly half of Americans (49%) have been affected by workplace bullying, either by experiencing first-hand or witnessing it, according to a Workplace Bullying Institute survey. In a hybrid workplace, it’s easier for bullying to go unchecked.
A study using InChorus’ data revealed that 60% of non-inclusive behavior reports at work take place online, through email, video conferencing or chat apps. Harassment can include “offensive jokes, slurs, epithets or name-calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance,” according to The Equal Employment Opportunity Commission (EEOC).
Workplace bullying in hybrid teams
Bullies have an easier time hiding behind a computer screen. But they can also take advantage of the fact that they’re on-site to single out remote colleagues.
“In a hybrid arrangement, I’ve noticed on-site colleagues have more troublemaking tendencies than WFH employees. It’s easy for on-site members in hybrid teams to leverage their proximity advantage and bully WFH members,” says Anjela Mangrum, founder and president of Mangrum Career Solutions and Certified Personnel Consultant.
“From excluding remote colleagues intentionally from crucial meetings and holding back important information to gossiping about coworkers via messaging apps and singling out an employee to humiliate during video conferencing, bullying comes in all kinds of ugly forms in toxic hybrid workplaces.”
How to prevent workplace bullying in a hybrid setting
Since workplace bullying is easy to miss in hybrid teams, you’ll need to be extra vigilant to prevent it. Here’s what you need to know and what to do.
1. Build a solid onboarding process
Newer employees are more at risk of experiencing workplace bullying, says Mangrum. Anyone can be a victim, but your new hires are especially vulnerable due to their unfamiliarity with the staff and organization.
“Conducting regular check-ins, ensuring proper training, and welcoming feedback are, therefore, smart steps to prevent and promptly recognize any bullying of these workers,” she says. This is especially true in the first 90 days, so building a solid onboarding process can help you combat workplace bullying.
2. Train your staff
Train your staff to become aware of problematic mentalities and behaviors – especially your senior staff. “Bullies are actually more prevalent among company leaders and senior-level employees in the workforce, commonly in the form of bosses who pressurize their subordinates to maximize productivity and handle unfairly high workloads,” adds Mangrum.
“Spreading awareness about recognizing the warning signs of bullying is essential to address it early on. I’ve noticed a tendency among company leaders to avoid admitting they’re bullies, preferring to call it their way of management.”
Self-awareness is key here. You can’t protect your team if you’re unwilling to question your own practices and look at uncomfortable truths. Leaders who are willing to get honest and vulnerable about things like workplace bullying are the best positioned to build healthy and safe cultures. Aim to be one of them.
3. Welcome anonymous feedback
“Victims of bullying aren’t always the most confident, so it’s essential to conduct anonymous surveys regularly or use apps like DirectSuggest that keep employee input confidential,” recommends Mangrum. Having anonymous feedback mechanisms can discourage bullies and encourage victims to speak up.
4. Keep an eye on performance dips
Subtle signs of workplace bullying include dips in an employee’s engagement and performance. Watch out for those red flags and make sure to have regular one-on-one check-ins with your team. If you suspect someone is being bullied, be mindful of your approach – maintaining trust is important.
“Checking in with troubled employees is best done in person or via a one-on-one video meeting. Staying empathetic is essential to avoid intimidating such employees and getting them to open up,” adds Mangrum.
5. Enable all employees to reach out to HR
According to her, it’s crucial to enable all employees to be able to reach out to HR regardless of whether they work from home or the office. Make it simple, easy and safe to flag problematic situations. Define your anti-bullying policies and communicate them at large and regularly.
“Facilitating the process for registering complaints against workplace bullies and defining strict anti-bullying policies are essential steps to prevent or identify such behavior,” says Mangrum.
Needless to say, accountability is important. Follow through on your policies if bullying is flagged, whether that means conducting an investigation or terminating a problematic employee.
