April 19th, 2013

Top 25 workplace bullying tactics

From the WBI 2003 Abusive Workplaces Survey:

Top 25 tactics adopted by workplace bullies (as reported by bullied targets)

1. falsely accused someone of “errors” not actually made (71%)
2. stared, glared, was nonverbally intimidating and was clearly showing hostility (68%)
3. discounted the person’s thoughts or feelings (“oh, that’s silly”) in meetings (64%)
4. used the “silent treatment” to “ice out” & separate from others (64%)
5. exhibited presumably uncontrollable mood swings in front of the group (61%)
6. made up own rules on the fly that even she/he did not follow (61%)
7. disregarded satisfactory or exemplary quality of completed work despite evidence (58%)
8. harshly and constantly criticized having a different ‘standard’ for the Target (57%)
9. started, or failed to stop, destructive rumors or gossip about the person (56%)
10. encouraged people to turn against the person being tormented (55%)
11. singled out and isolated one person from co-workers, either socially or physically (54%) 12. publicly displayed “gross,” undignified, but not illegal, behavior (53%)
13. yelled, screamed, threw tantrums in front of others to humiliate a person (53%)
14. stole credit for work done by others (47%)
15. abused the evaluation process by lying about the person’s performance (46%)
16. “insubordinate” for failing to follow arbitrary commands (46%)
17. used confidential information about a person to humiliate privately or publicly (45%)
18. retaliated against the person after a complaint was filed (45%)
19. made verbal put-downs/insults based on gender, race, accent or language, disability (44%)
20. assigned undesirable work as punishment (44%)
21. made undoable demands– workload, deadlines, duties — for person singled out (44%)
22. launched a baseless campaign to oust the person and not stopped by the employer (43%)
23. encouraged the person to quit or transfer rather than to face more mistreatment (43%)
24. sabotaged the person’s contribution to a team goal and reward (41%)
25. ensured failure of person’s project by not performing required tasks: signoffs, taking calls, working with collaborators (40%)

You can download the entire study here.

© 2003, Workplace Bullying Institute.


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This entry was posted on Friday, April 19th, 2013 at 11:06 am and is filed under WBI Education, WBI Surveys & Studies. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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  1. Maria Imbrogna says:

    Bullies do not have a conscience. They are self-righteous, mean-hearted, and mentally sick. Who gets off on hurting others? Why wouldn’t you recognize a worker’s accomplishments? And why would you desire “kissing up,” mindless following, and worship. The insatiable hunger of a bully is in the constant breakdown of others, and self-glorification. Narcism, inability to be empathetic, or human also seems to be deficiencies with a bully. Their masks are developed. Their conscience is seared. And their self-worth is only bumped when they destroy or hurt others or hear clapping.

  2. isabelle says:

    Because they are enabled by their own bosses and upper management. There is no accountibility for this person. So at the end is us who suffer and pay the price.

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