Confronting Workplace Bullies: A Call to Action
Nicky Regazzoni, The PR Network
Bullying isn't just a playground problem. In the professional world, toxic bosses, peers, and even clients can create misery. I've experienced this firsthand, having endured two toxic bosses early in my career. Thankfully, working with colleagues and going to the board, we were able to have both dismissed.
These experiences shaped my approach to building a healthy work environment. When Georgina Blizzard and I founded The PR Network, we made a crucial promise: to only work with decent clients. We've resigned two large accounts because the client leads disrespected our people (one was in March 2020, which was difficult timing but still the right thing to do). This commitment sends a clear message to our team and freelancers: we prioritise a positive and respectful culture. It's not just about doing what’s right; it's also good business. Forbes has highlighted the link between happy teams and a healthy bottom line, claiming firms who prioritise staff happiness can enjoy 13% productivity gains.
The Insidious Nature of Workplace Toxicity
Unfortunately, many toxic individuals hold positions of power, often moving from company to company with seemingly reasonable explanations for their departures. I’m sure we all know some of these types! They might hold very senior roles and lead initiatives where they appear to be untouchable. There’s a consistent pattern: problems always follow them, but they’re never at fault. They’ll be adept at playing office politics, building alliances with influential figures to protect themselves and undermine others. Their behaviour is subtle and manipulative. They gaslight colleagues and twist situations to their advantage.
These tactics make it incredibly challenging for them to be removed. They are controlling, always believe they’re right, and are exhausting to challenge. For managers or senior executives, it becomes easy to view them as "someone else’s problem." However, ignoring this behaviour is detrimental to the organisation. It damages mental health, poisons company culture, and stifles productivity. While Mental Health Awareness Month every May brings important discussions of wellbeing initiatives, these are meaningless if the root of the problem lies within the workforce itself.
Taking Collective Responsibility
Organisations must actively "detoxify" their workplaces. Toxic individuals can’t be allowed to thrive; they need to be removed so a healthy and productive environment can flourish. A post I wrote in 2022 about workplace bullies and company culture was my top-performing post that year. Many people reached out seeking advice on dealing with toxic personalities, including those who experienced mental health breakdowns due to these situations.
These toxic individuals are like resilient weeds – ugly on the inside, difficult to remove, and they often reappear elsewhere. Even now, I see people in powerful positions who have damaged careers and lives. Removing them is difficult. They are clever, and people are afraid to confront them, especially when they hold a lower position in the company and are already feeling defeated.
We must take collective responsibility. It's our duty to challenge those who prioritise personal gain and trample others to climb the ladder or maintain their position. Let’s challenge bullies whenever we see them and not assume someone else will step up (they probably won't).
How?
If you are working for somebody else, you really only have two options; report the person or leave the company
Watch them for a month. Start a log of poor behaviour including microaggressions, verbal and written. (Data is harder to counter than a verbal complaint)
Take the data and report the individual to HR. This is lower risk than with someone else in your team as HR will be mindful of following due procedure. If there’s no HR department, consider going straight to the owner/MD
Find out if your organisation has a whistleblowing policy, and use it. Sadly these are often tokenistic, but they are anonymous so you’ll be protected - and feel stronger for the action
While you wait to see how your employer will act, try to take the heat off yourself by staying out of the person’s way. Agree where possible and don’t challenge
If nothing is done then you cannot change the culture and your best option may be to consider moving jobs. Not easy in straitened economic times, but there will be another role out there where there will be mutual respect and where you can feel supported to do your best work
If this isn’t happening to you but you’re uncomfortable with behaviour you’re seeing within your workplace, please do consider calling it out following the same guidelines. One day, it could happen to you.
Sources & Resources
In her book, “The Leader’s Guide to Wellbeing”, Dr Audrey Tang explores toxic cultures and how remaining in a company can lead to burnout. Leaving is not failure; it’s prioritising your mental health.
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