Examples of Workplace Bullying by Manager: 12 Clear Signs and How to Respond

If you’re worried your manager is a workplace bully, look for patterns—not one-off stress moments. Bullying by a boss often shows up as repeated put-downs, unfair blame, impossible demands, threats, exclusion, or stealing credit. The safest first steps are usually to document what happened (dates, exact words, witnesses), check your policy, and report through the right channel (HR, compliance, hotline, or a senior leader). Documentation like emails and chat threads can be critical to establishing the facts in a dispute.

How do you 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.

Certain behaviors are only considered bullying if they are repeated, targeted, and cause harm, with context and intent playing a key role in making that determination. Download the free cheat sheet on Workplace Harassment to find out more.  

Introduction to Workplace Bullying

Workplace bullying is a serious and widespread problem that can affect employees in any industry or role. It involves repeated incidents of negative behavior or harassment in the workplace, making it difficult for employees to feel safe, valued, or productive. Bullying behavior can take many forms, including verbal abuse, psychological harassment, humiliation, and even negative physical contact or physical violence. While some bullying is overt, such as shouting or making threats, other forms can be more subtle, like exclusion or spreading malicious rumors. Regardless of the form, workplace bullying undermines a healthy work environment, often leading to decreased productivity, increased stress, and a hostile work environment. Recognizing the signs of bullying—especially when it involves repeated incidents or escalates to physical or psychological abuse—is the first step toward creating a safer, more respectful workplace for all employees.

Bully Boss or Strict Manager? How to Recognize the Difference

According to one study, 65% of bullies are individuals with a higher rank than their target. 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. What is considered bullying can depend on the perception of one employee, even if other employees do not feel the same way. 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? Bullying can impact not just the targeted individual but also other employees in the workplace.

Top 12 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.

1. Blame for errors
 
2. Unreasonable job demands
 
3. Criticism of ability
 
4. Inconsistent compliance with rules
 
5. Threatens job loss
 
6. Insults and put-downs
 
7. Discounting or denial of accomplishments
 
8. Exclusion, icing-out
 
9. Yelling, screaming
 
10. Stealing credit
11. Making offensive language or verbal comments
12. Withholding information needed for job performance

Bullying can manifest through various forms, including nonverbal, verbal, humiliation, psychological, and physical abuse.

Discriminatory Behavior

Discriminatory behavior is a particularly harmful form of workplace bullying that targets individuals based on protected characteristics such as race, gender, sexual orientation, national origin, disability, or marital status. This type of bullying can manifest through derogatory comments, offensive jokes, exclusion from important meetings or projects, or denying access to resources and opportunities. Even subtle actions, like consistently overlooking a particular person for advancement or making negative remarks about someone’s gender identity or background, can create a hostile work environment. Discriminatory behavior not only damages morale and leads to decreased productivity, but it can also result in physical health issues for those affected. Employers have a legal and ethical responsibility to protect employees by enforcing safety laws and fostering a civil workplace. Recognizing and addressing discriminatory behavior promptly is essential to maintaining a positive work environment and ensuring all employees feel respected and supported.

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
• gossiping and spreading false rumors
• gaslighting (manipulating an employee's perception of reality)

Bullying can involve negative physical contact as well as verbal comments that could psychologically harm or isolate a person. Supervisors may bully their subordinates by using fear to manage them, such as yelling or screaming at employees. Targets of bullying may experience harm, including shock, anger, frustration, a sense of vulnerability, loss of confidence, and physical symptoms like inability to sleep or loss of appetite. Harmful behavior can affect not only the targeted individual but also other workers in the organization.

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.  

Supporting Vulnerable Employees

Some employees, such as those with disabilities or from diverse backgrounds, may be more vulnerable to bullying in the workplace. Employers play a crucial role in supporting these individuals by providing targeted resources and fostering an inclusive work environment. This support can include offering training on disability awareness, ensuring access to counseling or employee assistance programs, and creating clear channels for reporting bullying behavior. Employers should also review their policies to ensure they are inclusive and respectful of all employees, regardless of background or identity. By actively supporting vulnerable employees, organizations not only help prevent bullying but also promote job satisfaction, employee well-being, and a more positive work environment for everyone.

How to Respond If Your Manager Is a Workplace Bully

If you suspect workplace bullying by a manager, focus on safety, documentation, and the right reporting channel:

1. Document incidents (date/time, exact words/actions, witnesses, impact)
2. Save proof (emails, messages, work assignments, performance notes)
3. Use policy-based reporting (HR, Employee Relations, compliance, hotline, skip-level leader)
4. Clarify expectations in writing when safe (priorities, deadlines, scope)
5. Seek support (mentor, trusted colleague, ombuds, EAP if available)
6. Watch for retaliation and report it immediately if it occurs
7. Consider legal advice if harassment/discrimination/retaliation may be involved

If the bullying involves harassment or discrimination based on protected classes, employees may file a formal complaint. In the U.S., workplace bullying is not illegal unless it involves harassment based on protected classes, but employees may still be able to file a workers' compensation claim for psychological injuries if the bullying is severe. Employers have a legal responsibility to provide a workplace free of known health and safety hazards, including psychosocial stressors like bullying, and in Canada, occupational health and safety laws require reasonable precautions to prevent workplace bullying. Employees should also look for other resources, such as official policy documents or guidance from organizations like WorkSafeBC, for additional support. A comprehensive prevention program, with management commitment, is key to addressing workplace bullying and protecting workers' occupational health.

6. Watch for retaliation and report it immediately if it occurs
7. Consider legal advice if harassment/discrimination/retaliation may be involved

Creating a Positive Work Environment

Building a positive work environment is one of the most effective tools for preventing workplace bullying and supporting employee well-being. Employers can achieve this by promoting a culture of respect, empathy, and open communication. Providing regular training on bullying prevention, recognizing and rewarding positive behavior, and setting clear expectations for conduct all contribute to a healthier workplace. Employers should ensure that their policies and procedures are fair, consistently enforced, and regularly updated to address new workplace issues. By offering support and resources to employees and encouraging civility at every level, organizations can reduce the risk of bullying, improve productivity, and create a work environment where everyone feels safe, valued, and empowered to do their best job.

Conclusion

Workplace bullying by a manager is easiest to spot when you focus on patterns: repeated humiliation, unfair blame, impossible demands, threats, exclusion, or credit-stealing. If your manager’s behavior makes it harder to do your job—and it’s consistent rather than occasional—it’s worth taking action. Document what’s happening, use your organization’s reporting channels, and ask for a concrete outcome (consistent standards, no retaliation, clear expectations).

For employers, prevention is key: train leaders, enforce standards consistently, and investigate early warning signs before they become turnover, culture damage, or legal risk. Employers that take steps to prevent, identify, and resolve psychosocial workplace stress benefit from a more productive, resilient, and inclusive work culture. Management commitment is the most important component of any workplace prevention program. An unhealthy workplace can have many effects, including increased absenteeism and turnover. Organizations can set the expectation for civility from recruitment, hiring, reference checking, and onboarding stages of selecting new employees.

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. If internal reporting does not resolve the issue, you may also consider filing a formal complaint through legal or regulatory channels.

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, using offensive language, making harmful verbal comments, and withholding information needed for job performance. Even low-intensity, non-physical acts such as these can be considered harmful behavior that negatively impacts the work environment.

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. Behavior is considered bullying when it is repeated, targeted, and intended to undermine or harm an employee, rather than simply enforcing high standards.

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 internal reporting does not resolve the issue, you may consider filing a formal complaint through legal or regulatory channels, especially if the behavior involves harassment or discrimination under protected categories. 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, workplace bullying is not illegal in the U.S. unless it involves harassment based on protected classes such as race, gender, or age. 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. Bullying can cause significant harm to workers, including emotional distress and physical symptoms such as sleep disturbances or loss of appetite. Over time, workplace bullying can lead to burnout, loss of confidence, a sense of vulnerability, shock, anger, frustration, 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. If the bullying is based on protected classes such as race, gender, age, or disability, legal action may require filing a formal complaint to document the harassment and begin the process. 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. An effective prevention program requires management commitment and should address occupational health, including psychosocial factors like bullying and stress. Regular employee feedback and anonymous surveys can also help identify and address issues early.