Understanding the long-term effects of workplace bullying on mental health

Chayanika Sen -

That bully from high school has now moved into the workplace. They are now those toxic managers who constantly spread misinformation about you, putting you down in every meeting, and putting extra workload deliberately, especially during the weekends. 

A survey reveals that abusive misconduct is real, at least 30% of adults in the US suffer from working at such abusive workplaces while 66% of the surveyors mentioned they are aware of workplace bullies. 

Result?

A range of negative impacts including low productivity, and demoralized employees —- all affecting the company’s fiscal and overall growth.

Effect of long-term bullying on mental health 

The effect of workplace bullying is not just confined to the workplace but follows the employee everywhere. Experiencing long-term bullying can cause a lot of physical and psychological impacts like high blood pressure, panic attacks, depression, anxiety, mood changes, stress, ulcers, digestion issues, etc. 

Many employees also complain of physical symptoms like headaches, feeling low, anxiety about going to work, and depression. The constant fear of the unpleasant feeling causes a constant low mood, anxiety, tension, reduced appetite, muscle tension, and so on. 

Indirect impact of bullying

The effects of bullying are not just limited to the person getting bullied but can be felt by their coworkers too. A research study mentioned that coworkers felt a negative impact when they were not getting bullied but some of their teammates were getting bullied. 

Impact of bullying on job performance

Bullying not only impacts health but negatively impacts job performance too.

Most victims complain of not being able to work to their full potential due to constant fear and unpleasant feelings. This results in reduced productivity, frequent absenteeism, difficulty in concentration, not being able to make decisions, or being creative at work. 

Bullied employees are not able to focus at work because they’re constantly preoccupied with their thoughts -how to deal with the bully, trying to come up with coping mechanisms, how to safeguard themselves, and networking for support. 

A bullying culture at the workplace does not just affect the employee or their direct coworkers but the entire organization at large. Apart from negatively impacting the morale of the employees, a bullying culture creates a hostile workplace culture, reduces the productivity of the employees, and sends out negative messages about the employer affecting the employer brand. 

How to deal with workplace bullies

Getting exposed to bullying for a long term has many adverse effects on employees. Leaving it unaddressed for a long time can make the issue more complex and have further detrimental effects. Here are some tips to tackle bullies in the workplace:

What managers should do

Managers and supervisors must encourage employees to stay respectful and spread awareness of acts that constitute bullying.

  • Encourage an open-door policy. 
  • Encourage employees to report immediately if there’s any incident.
  • Equip themselves with soft skills and resources to deal with any bullying incidents. 
  • Lead by example by practicing what is acceptable behavior. 
  • When you witness bullying or a team member complains about a situation, take it seriously and investigate it.
  • Assess the extent and the pervasiveness of the incident
  • Consult with your workplace policies and HR to take further action. 
  • Meanwhile, assure the team members that the organization is looking into it and necessary actions will be taken. 

What HR should do

While HR alone cannot stop bullying, they play a crucial role in making a workplace safe and bully-free. For example, any complaint of bullying should be taken seriously and properly investigated. 

HR must also convince the leadership about the consequences of bullying like absenteeism, lack of production, management of the company brand value, employee safety, medical expenses, and so on. This can help the leadership about the seriousness of the issue and the need to establish strict policies and practice a safe workplace culture.

HR can also help draft anti-bullying policies in the workplace. A few things to keep in mind while drafting the policies are stating clearly the workplace does not tolerate bullying in any form. Breaches and consequences should also be stated. The policy should also state how the organization will support the victims and what help and resources will be available. 

HR can also develop a strong reporting system to increase the chance of incidents being reported. Practicing a speak-up culture is also valuable to encourage the victims to speak up in case there’s an incident. 

Key Takeaway

Bullying is a serious offense and can have detrimental effects on the employee's mental health and the overall work culture if left unaddressed. While no one alone can stop the bullying culture, the leadership, HR, and managers all can together stop bullying in the workplace and build a safe place for employees. 

FAQs

What are the long-term effects of workplace bullying on mental health?

Long-term workplace bullying can lead to severe psychological impacts, including anxiety, depression, panic attacks, and physical symptoms like headaches and high blood pressure, affecting overall wellbeing and job performance.

How can organizations effectively address workplace bullying?

Organizations should foster an open-door policy, promote respectful behavior, and implement a strong anti-bullying policy. Leadership must take reports seriously and ensure that supportive resources are available for affected employees.