Bullying, intimidation, and passive-aggressive behaviour in the workplace will harm individuals and the organisation’s integrity.

Such behaviours can cause significant damage, including lowered morale, decreased productivity, high employee turnover rates, and legal challenges, ultimately impacting an organisation’s bottom line.

Research has shown that unhealthy organisational cultures often cause bullying and intimidation. Recent public news shows provide this to be the case within the Conservative party, which forms the UK government, where the deputy prime minister Dominic Raab has resigned after a bullying inquiry found he acted in an “intimidating” and “aggressive” way towards officials.

If an organisation’s culture supports or encourages such behaviour, employees are likelier to engage in bullying and intimidation. Additionally, when the organisation fails to hold employees accountable for their actions, it sends a message that these conducts are acceptable. This results in a toxic work environment. Organisations must transform their cultures to avoid these risks and promote a work environment encourages partnership and trust. It also increases employee engagement in productive activities that benefit the company.

Establishing clear policies and procedures that address bullying, intimidation, and passive-aggressive behaviour is one of the most important steps organisations can take. These policies should define what is and is not acceptable behaviour and provide employees with an anonymous reporting mechanism.

Bullying is toxic

A bullying inquiry found that Dominic Raab acted “intimidating” and “aggressive” towards officials.

Regular training for employees and managers on identifying and preventing bullying, intimidation, and passive-aggressive behaviour is also crucial. Managers should be held accountable for creating a positive work environment, and employees must receive ongoing training on communicating effectively and working together productively.

Organisations must establish confidential reporting mechanisms to create a support system for victims, offer counselling services, and protect against retaliation. Creating a safe environment for employees to report bullying and intimidation can help address these issues quickly and effectively.

Promoting diversity, equity, and inclusion is another critical factor in creating a positive work environment. A diverse and inclusive workplace fosters creativity, innovation, and productivity. Employees who feel valued and respected are more likely to drive organisational transformation.

Bullying, intimidation, and passive-aggressive behaviour in the workplace can significantly impact both the victim and the organisation. Unhealthy organisational cultures often encourage such behaviours, leading to a toxic work environment and decreased productivity. Organisations must transform their cultures and establish clear policies, procedures, and training to address bullying, intimidation, and passive-aggressive behaviour.

Creating a supportive environment for victims and promoting diversity, equity, and inclusion are also crucial in creating a positive work environment. These steps can improve employee morale, increase productivity, and achieve tremendous success.