Is Unfair Treatment at Work “Workplace Bullying”?
Does all “unfair” treatment that causes workplace conflict count as “bullying” at work?
In a recent research report offered by Canada Life and posted on an employee benefits blog, the authors note that 10% of the respondents to their survey on workplace conditions indicate that they have missed work because of illness stemming from their feelings that the workplace is unfair.
Here are the numbers:
- 36% of respondents said they have seen colleagues receive praise and recognition in the workplace, even though they feel they have not worked as hard as they should.
- 64% of respondents said they have seen colleagues benefiting from favouritism.
- 13% felt they had been treated unfairly due to prolonged absences required for treatment of physical illnesses
Workplace Bullying or Not?
So, I’m wondering, are these behaviors workplace bullying? Perhaps they stem from managers who do not understand the value of creating a cohesive team. Perhaps they don’t closely manage employees to be sure that recognition and praise is fairly applied. But while this behavior may be bad management, it doesn’t seem to qualify as bullying.
Of late many behaviors are being categorized as workplace bullying that don’t fit the bill. While it’s important that we are all more aware of the issues of workplace conflict, if we determine that ALL dissatisfactions and even unfair behaviors are bullying, then we dilute the issues of real bullying and we instill unnecessary fear into managers and leaders. I think it is important, perhaps critical, to be clear about what is and what is NOT bullying behavior.
For instance, what I would call “classic” bullying is really targeted harassment that results in physical and emotional illness that we can measure with absenteeism, doctors reports, turnover, etc. Such bullying behavior consists of ruthless verbal assaults aimed at one person. The outcome is almost always illness, and often that the target leaves the job. Then the bully moves on to another target.
Bullying behavior is a serious problem that requires specific solutions. Beyond the “classic” bullying behaviors, we have multiple causes and consequences of workplace conflict which require their own distinct solutions, and cannot and should not be called bullying.
I’m Kathleen Bartle, a strategic consultant on workplace conflict to executives worldwide for more than 20 years. My work brings individualized solutions to your teams’ lost productivity, loss of key personnel, low morale, and the high costs resulting from bullying, abrasive behaviors and interpersonal workplace conflicts. You can contact me here.
Sign up for my free report on “Costs of Conflict” and other detailed reports, tips, and exclusive content.