The Subtle Signs of Workplace Bullying

Earlier this month, a well-known Danish chef stepped down over bullying and physical abuse allegations. His employees said he’d hit, shove, or shout at them in fits of anger. This kind of bullying is blatant and difficult to deny, but office bullying is often more subtle. 

It doesn’t always show up as conflict or raised voices. For example, take the Irish employee whose boss called her ‘potato’ in a mock Irish accent in front of other employees. The manager thought the comments were harmless, but over six months, the employee experienced anxiety, panic attacks, and depression because of the toxic work environment.

In many workplaces, bullying starts in similar ways that are easy to miss.

Workplace bullying that flies under the radar

Bullying in the office usually shows up as a series of small interactions that aren’t serious enough to violate company policy. That’s how it’s able to snuggle up to your work environment and stay for a while. If it persists, it can have disastrous consequences for employees’ performance and mental health.

Constant interruptions

For many teams, interruptions are normal—especially if there’s a lot of enthusiasm or rapport. But if one employee consistently gets cut off in discussions by the same person or group, something darker is likely at play.

When you start noticing the pattern, jot down some notes:

• How many times does it happen in one meeting?
• Is the floor given back to the employee after the interruption?
• Did you hear their idea later mentioned by the person who interrupted them?

Also, pay attention to the targeted employee’s behavior over time. They may start holding back their input or disengaging altogether.

Mean-spirited “jokes”

Banter is a normal part of the workplace, but the laughter starts to fade when the punch lines are always about the same person. The “jokes” may show up as:

• Nicknames they didn’t choose.
• Repeated comments about their background, personality, or habits.
• Comments or references that fly over their head, but clearly involve them.

Since they’re usually delivered in a playful tone, these remarks rarely get challenged in the moment. This is especially common when there’s a power imbalance between the bully and their target.

Exclusion

Occasional miscommunication happens, but it turns into bullying when an employee is repeatedly left out of the loop. You may notice team decisions made without their input, or key updates shared after the fact.

The instance may be brushed off and explained away:

• “It was a quick meeting that happened on the spot.”
• “We were moving fast and just made the decision.”
• “We thought they were already aware.”

This form of workplace bullying is tough to catch because it can mimic a workflow issue instead of a behavioral issue, but the impact is deeply felt. The employee’s isolation limits their ability to do their job well. 

Public criticism

Public criticism can be mistaken for transparency or honesty. Like when an employee’s work is questioned or corrected during a team meeting, or when feedback is delivered in a way that puts the employee on the spot. 

On the surface, it looks like an issue is being addressed in real time so that the team can move forward. But in many cases, the opposite happens: the employee may be overly cautious when sharing their work, avoid group settings, or, in extreme cases, choose to resign. 

Bullying in remote work and social media

Workplace bullying isn’t restricted to in-office interactions. It can show up in remote work and bleed over into social media. 

In remote work

The same forms of bullying exist, but some are unique to digital work. A common form is if a particular employee has to follow up multiple times to get answers from a colleague, while others get responses right away.

The employee may be left out of online groups or discussions. Some behaviors are more direct, such as:

• Threatening emails or direct messages.
• Gossip in group chats.
• Changing someone’s passwords as a prank.

In a remote setting, this undermines team cohesion and causes significant disruptions. 

On social media

What starts at work doesn’t always stay contained, especially if employees are connected on social media. The bullying may not be explicit, but the intent is clear to those involved. 

It can show up as:

• Posts that describe an employee clearly without naming them.
• Other coworkers engaging with or circulating those posts.
• Sending memes to an employee that demean their race, gender, age, or other characteristics.

Because it happens outside of work, it gets dismissed. But for the employee on the receiving end, there’s no real distinction.

When bullying becomes more serious

In some cases, workplace bullying can take a legal turn. If the words or actions are tied to an employee’s race, gender, age, background, or other personal characteristics, it may constitute harassment or discrimination. What might have seemed minor is suddenly the subject of a formal investigation, thus risking serious financial consequences and reputational damage for the company.

That’s why a written code of conduct is one of the most effective tools for preventing workplace bullying. With clear expectations in place, it’s easier to identify the early signs of workplace bullying and address them swiftly before the situation escalates.