How do YOU describe workplace bullying? by Dr Flis Lawrence

How do YOU describe workplace bullying and cyberbullying?

by Dr Flis Lawrence

OR Simply

and TELL me what YOU want to see in my new, upcoming 'Neutralising Workplace Bullies' eModule that I'm developing RIGHT NOW!


What does bullying look like at work?

  • False accusations and spreading rumours about you.

  • Glares, put-downs, insults, harsh criticism, shouting.

  • Intimidating non-verbal behavior, exclusion and being isolated from emails relating to your tasks or other team activities.

  • Put-downs, insults, excessive harsh criticism.

  • Unreasonable heavy work demands and micro-managing behaviours.

  • Subtle forms of sabotage, including micro-management that prevents you from getting your work done or undermines your self-confidence and professional reputation.

  • Stealing credit for your work.

Obviously, there's a lot more on this list!

Do you want more detail & learn how to quickly recognise bullying and cyberbullying?

The faster you identify bullying & cyberbullying, the faster you can do something about it before it hurts your mental health. Get more information to quickly recognise this behaviour by downloading my FREE CHECKLIST TO SURVIVING WORKPLACE BULLIES

How people deal with workplace bullying

When talking about workplace bullying, research has found that, generally speaking, most people attempt one or two of the strategies below, or a bit of a combination:

- Ignore it until it’s too late and their mental health, well-being and job satisfaction is affected.

- This is a HUGE issue for employers and workplace leaders as these factors directly reduce employees’ productivity and performance and/or health.

- Seek help from their local GP who may refer them to a psychologist.

- Report the bullying to their Union, OHS or HR representative as a breach of their workplace code of conduct and anti-bullying and harassment policies and request an internal investigation.

- Seek resolution through the bully’s boss or other senior management.

Contact the Fair Work Commission and request an application to stop the bullying.

- Lodge a psychological injury claim with COMCARE.


But, Are These Methods Effective?

Research has found that a staggering 95% of targets don't reach a workable resolution to the bullying using the strategies below. These strategies are ranked according to their effectiveness.

Feel free to read the WBI’s full report here.

1. Ignoring the behaviour. This strategy is 3.25% effective.

2. Directly confronting the perpetrator. This strategy is 3.57% effective.

3. Requesting senior management’s assistance to intervene. This strategy is 3.26% effective.

4. Requesting intervention from senior management.  This strategy is 3.69% effective.

5. Requesting union intervention.  This strategy is 8.84% effective.

6. Raising an official complaint to HR regarding a violation of the bullying & harassment policy. This strategy is 4.7% effective.

7. Filing a complaint with an external agency, such as WorkSafety or Fair Work Commission. 11.9% effective.

8. Seeking private legal counsel with the view of filing lawsuit. 11.2% effective.

9. Seeking a private resolution through a lawsuit. 16.4% effective.

Do you want an effective strategy to PREVENT, CONTROL or DEFUSE negative workplace acts? 

and TAKE BACK YOUR CONTROL of confrontations at work BEFORE it turns into bullying?

Dr Felicity (Flis) Lawrence has a PhD in organisational social psychology (+BA SSc & Dip PM) with 25 years experience in private, military and government workplaces. She uses a mixed adult education, academic-evidenced approach to help people leading & working in organisations create respectful, safer work cultures by preventing bullying, fostering new insights, and diagnosing organisational problems. Email, LinkedIn or follow her blog Twitter or Facebook.