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How Big Is The Bullying Problem At Work? You Make The Call

A Monster poll revealed that 90 percent of employees have experienced bullying at work.

Bullying consists of one individual repeatedly mistreating another in the workplace, with abusive or threatening conduct, intimidation, sabotage of work, or verbal abuse.

The recent study found that most bullying behavior comes from supervisors and coworkers. Over half of the workers polled said they were bullied by a supervisor; almost 40 percent were bullied by a coworker; and four percent were bullied by clients or customers.

According to the report, when employees are bullied, they experience physical and psychological damage, decreased judgment, and are prone to forgetting important safety procedures. The toll bullying takes on employee well-being, as well as bullying itself, can cause increased absenteeism and employee turnover.

Bullying in the workplace is an ongoing issue that will not be fixed in a single step. Employers must take constant measures to reduce bullying in the workplace and establish clear consequences for those who participate in bullying behavior. Supervisors or employees who show aggressive behavior should not be praised or promoted. Additionally, experts recommend creating a reporting system so employees can safely report bullying and employers can thoroughly investigate all incidents. Valerie Bolden-Barrett "Poll: 90% of workers say they've been bullied at work" hrdive.com (Oct. 14, 2019).

So, the question for our readers is: how big is the bullying problem at work?

Please take the poll. Here are some opinions of the McCalmon editorial staff:

Jack McCalmon, Esq.

I think workplace bullying exists and it varies in degrees. Bullying can take different forms with the worst being physical harassment and intimidation. However, most often, workplace bullying deals with subtleties of how someone perceives the actions of another… like a harsh tone of voice; being ignored or not being recognized for a job well done. The intent to bully may be missing, but a person "feels" bullied. For example, an employee may view a manager's reprimand, even though legitimate, as bullying. These feelings should not be ignored, but they should also not prevent a manager from performing his or her duties.  What employers should strive to do is to intervene quickly when physical or emotional bullying is witnessed. Bullying is often the starting point for a charges of a hostile working environment.

Leslie Zieren, Esq.


Bullying behaviors can escalate into harassment and discrimination claims. Recognizing this, California, for example, has addressed this issue by requiring training on abusive conduct as part of its mandatory sexual harassment prevention training. 

You can answer our poll. Please note any comments provided may be shared with others.

Finally, your opinion is important to us. Please complete the opinion survey:

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