Bullying and mental health are two profoundly interconnected topics. Bullying is defined as the repeated mistreatment of an individual by one or more other individuals, and it can have a severe and lasting impact on the psychological and physical health of those who experience it. For a business, a bully destroys morale and undermines workplace productivity.

Workplace bullying should be of particular concern for those in the construction industry — and it’s clear the issue exists worldwide. “Women say they were harassed, bullied, ignored at powerful California water agency,” “New B.C. program aims to reduce harassment, bullying, and hazing on construction worksites,” and “Bullying, initiation rituals and dangerous pranks haunt Australia’s blue-collar apprentices,” are just some of the headlines news publications have shared in recent years. 

Indeed, it appears apprentices are especially vulnerable to workplace bullying and are often the targets of practical jokes and hazing rituals. These instances may be swept under the rug by an employer and incorrectly deemed as “harmless fun.” 

“Tradesmen often [see] bullying of the apprentices almost like a duty, because it was part of hardening the apprentice up to survive in the industry,” said Jorgen Gullestrup, founder of suicide prevention group MATES in Construction, to ABC NEWS in 2019. “If we are bullied as we grow up in the industry we might actually get the idea that this is what we do, and it shouldn’t be.”

Regardless of one’s role in a company, and whether it is a child or an adult subjected to bullying behavior, the distress and pain are deeply felt by the victim and those who love and care for the target of this toxic behavior.

Forms and Effects of Bullying

Bullying takes many forms and can be overt, such as yelling, public scolding, humiliation, intimidation, or hidden, such as sabotage, gossiping, or social exclusion. Verbal abuse, one of the most common forms of bullying, may include yelling, raising one’s voice, or making humiliating comments, especially in front of others. Insults, name-calling, and mocking are also damaging forms of verbal abuse. 

Deliberately leaving someone out of meetings or social events, or even ignoring them in passing, is an insidious form of bullying, referred to as exclusion or isolation. Sabotage occurs when someone intentionally withholds information, support, or resources from a colleague, subordinate, or even a superior, and is another form of bullying. Managers who micromanage, unfairly criticize, set unrealistic goals, or abuse their authority are also engaging in bullying-like behavior. This is only a short list of all the forms of bullying.

Workplace bullying may be a traumatic experience for many workers. Many mistakenly believe that targets of bullying are weak and, therefore, share the blame for being bullied; that is wrong. The targets of bullying are often high performers who tend to be optimistic and cooperative. These qualities may threaten and, at the same time, cause the bully to view these people as exploitable. 

Targets of bullying may experience chronic anxiety and stress, which can contribute to feelings of depression. Imagine going to work knowing you will likely be harassed, yelled at, humiliated, or mistreated in some other way by a boss, co-worker, or even subordinate! Would you feel motivated to excel at your job, make the extra effort to improve a product or service, or go the extra mile for a customer? Not likely! The bullied employee may aggressively look for a new job, costing the employer training time and experienced talent — and the cost of recruiting another employee who, once trained, will also head for the door as quickly as possible. 

Employees who choose to stay in a toxic environment may spiral downward mentally, emotionally, or physically. Anticipating daily mistreatment can make it hard to sleep, and sleep deprivation can lead to physical exhaustion, leaving you less able to bounce back from challenges. Emotional exhaustion and burnout soon follow, and with it, a host of physical symptoms such as headaches, digestive problems, and overwhelming fatigue. These adverse effects harm the individual, disrupt the workplace, impact organizational performance, and affect customers.

Creating a Bully-Free Workplace

Efforts to improve workplace mental health and reduce suicide rates are commendable, but they fall short if they do not address workplace bullying. A workplace culture that condones or ignores bullying undermines these initiatives. Building a positive workplace culture is an intentional process that should reflect an organization’s highest values, mission, and vision. A positive workplace culture is achieved through comprehensive and thoughtful policies, training managers and supervisors to be successful leaders, and education and support — including employee or member assistance programs available to all employees.

A firm anti-bullying policy is the foundation for prevention. A good policy clearly defines bullying and provides examples of the behaviors that may exemplify prohibited behavior. The process for reporting bullying behavior must be straightforward and protect against retaliation. When an incident of bullying is reported, all parties to the situation, whether the target, bystander, or perpetrator, should be notified regarding the investigation process and the range of consequences that exist depending on the findings of the investigation and the severity of the transgression. Finally, employee education regarding the policy and training for supervisors tasked with supporting and enforcing the policy is critical.

Workplace bullying is not a simple conflict between one or several people. Workplace bullying is a form of psychological violence. Like a weed in a garden, when it is ignored and allowed to grow, it spreads, develops deeper roots, becomes even more challenging to eliminate, and can destroy the garden. 

Creating a bully-free workplace demands that leaders model respect throughout the organization. Leaders must resist the temptation to minimize reports of bullying behavior and address toxic behavior without hesitation. Leaders must remember that bullies often “kiss-up” and kick-down to conceal their poisonous behavior, making it more surprising when their true self is exposed. Organizations must hold employees accountable for behavior that violates their core values, including bullying. Corrective actions such as coaching, counseling, referral to the employee or member assistance program, and providing support to develop healthier interpersonal strategies are essential. For those unable or unwilling to change, moving them into roles where they can no longer negatively impact others or inviting them to leave your organization may be necessary.

Bill Heffernan, LCPC, CEAP, is the co-founder of ScreenSafe. Backed by an experienced team, ScreenSafe’s comprehensive drug-free workplace consulting and policy management serves as a gateway to a safer workplace. For over two decades, the drug testing consulting and administration firm has offered customized Drug-Free Workplace Program (DFWP) services, helping clients develop comprehensive programs that suit each organization’s needs.