#Article
10 Clear Signs Your Manager Might Be a Workplace Bully (And How to Respond)
One of the questions I often ask participants in my “Creating a Civil Workplace” classes is how to identify the difference between a strong manager and a bully boss. The lack of clarity around this distinction often leads to managerial bullying going unnoticed.
What frequently surprises me is the very wide range of answers and opinions held by people in the class. It seems as if there is no uniformly agreed upon definition of what constitutes managerial bullying, although some of the more egregious acts are, of course, seen by nearly everyone to be characteristic of a bully.
Is it bullying or harassment? And what should you do about it? Download the free cheat sheet on Workplace Harassment to find out.
Bully Boss or Strict Manager? How to Recognize the Difference
To be sure, most people view being physically threatened by a manager as bullying behavior – but then, what if a manager tells a non performing employee that s/he is going to have to “pull up his socks or else he will quickly be looking for another job”. Is that an example of a bully manager's behavior or is it a legitimate expression of consequences for non-performance? Understanding where the line is drawn is essential to addressing bullying by a boss effectively.
One section in a policing agency had what the Sergeant called “the cone of shame” - a plastic traffic cone that had been melted because a rookie officer had placed it on top of a road flare (to make the cone more visible at the scene of an accident). Each week, the cone was passed to someone else in the group who had done something to “deserve” it. The Sergeant felt that this helped the members of the team bond, but one recipient felt he was being bullied even though he was not the only one to have received the cone.
A manager hovers over the work of one or two staff members, catching every error they make, demanding that they complete the work without error. Is this just micro-managing or is it bullying?
Top 10 Signs of a Bully Boss: Common Tactics Managers Use
Gerald Naime, Ph.D., and Ruth Naime, Ph.D., in their book The Bully at Work, identify the top ten tactics often employed by a bullying boss or bully manager.
- Blame for errors
- Unreasonable job demands
- Criticism of ability
- Inconsistent compliance with rules
- Threatens job loss
- Insults and put-downs
- Discounting or denial of accomplishments
- Exclusion, icing-out
- Yelling, screaming
- Stealing credit
Common Experiences of Employees Facing Manager Bullying
The top negative acts experienced by bully victims, according to Pamela Lutgen-Sandvik and colleagues reporting in the Journal of Management Studies are as follows:
- had information withheld that affected performance
- been exposed to an unmanageable workload
- ordered to do work below level of competence
- given tasks with unreasonable/impossible deadlines
- had opinions and views ignored
- had work excessively monitored
- reminded repeatedly of errors and mistakes
- humiliated or ridiculed privately or publicly in connection with work
- have been the object of rumors or gossip
- have had insulting /offensive remarks spread about them
- verbal abuse, initiation rituals, physical intimidation
These behaviors can be a slippery slope, and employees often struggle to differentiate between a strict manager and a bullying boss. What is an unmanageable workload, for example? Who among us has not been asked to do work unconnected to our jobs (take a regular turn cleaning up the kitchen area, for example?) What do managers do when employees continually make errors even after being made aware of them? What kinds of initiation rituals are harmless and which are over the line?
Organizations are being held accountable for the actions of their managers, so it's critical for companies that wish to stay out of lawsuit city to be clear in their instructions to managers about actions that cannot be permitted or condoned.
Frequently Asked Questions About Workplace Bullying by Managers
1. What to do when your boss or manager is bullying you?
When a boss or manager is bullying you, it's important to document the behavior, report it to HR or a higher authority, seek support from colleagues, and consider consulting with a lawyer if necessary.
2. Why do managers bully employees?
Managers may bully employees due to various reasons such as insecurity, power dynamics, personal issues, or a lack of proper training in management techniques. Employees should know that being targeted for bullying is not their fault, and it is a form of power abuse.
3. Tactics that indicate bullying behavior in managers?
Manager bully tactics can include blaming employees for errors, setting unreasonable job demands, criticizing abilities, inconsistent rule enforcement, threats of job loss, insults, exclusion, yelling, stealing credit, and more.
4. How can I tell if my manager is a bully or just a tough leader?
A tough leader enforces high standards but supports and respects employees. A bully manager, however, uses tactics like public humiliation, micromanagement, or favoritism to undermine employees. If their behavior feels personal or destructive, it’s likely bullying.
5. What to do if you’re dealing with a bully manager?
If you’re dealing with a bully manager, start by documenting specific incidents, including dates, actions, and any witnesses, as this evidence can support your case. Address the issue by reporting the behavior to HR or a higher authority in your organization. Seek advice from trusted colleagues or mentors, and consider setting boundaries or using assertive communication if safe to do so. If the bullying persists, consult legal advice to understand your rights and options.
6. Is workplace bullying by a manager illegal?
While bullying itself isn’t always illegal, behaviors that involve harassment, discrimination, or creating a hostile work environment based on protected characteristics (like race, gender, or age) can violate employment laws.
7. What are the long-term effects of being bullied by a manager?
Employees may experience anxiety, stress, low morale, decreased productivity, or even physical health issues. Over time, workplace bullying can lead to burnout, loss of confidence, and difficulty maintaining professional relationships.
8. Can HR help if my manager is bullying me?
Yes, HR is responsible for addressing workplace issues, including bullying. Document incidents thoroughly and approach HR with specific examples. However, effectiveness depends on the company’s policies and willingness to act.
9. Can workplace bullying lead to legal action?
Yes, in cases where the bullying involves harassment, discrimination, or retaliation, you may have grounds for legal action. Consult an employment lawyer to evaluate your situation.
10. How can companies prevent workplace bullying by managers?
Organizations can prevent bullying by implementing anti-bullying policies, providing leadership training, encouraging open communication, and fostering a culture of respect. Regular employee feedback and anonymous surveys can also help identify and address issues early.