Although the prevalence of bullying in the workplace is probably higher than we would want to acknowledge, we usually see it as an anomaly, an isolated problem rather than a common occurrence.
What if I told you, instead, that a lot of work environments really promote toxic behavior? What happens if rules and regulations at work, even some of the ones meant to promote a positive work environment incite harassment and bullying? Bullying is not always a defect, but rather a feature that is in place.
Let’s explore some of these qualities by peeping behind the cheery “we value our employees” posters that are hung up in the break area.
Employees Turned Into Products
This one is so common that we often perceive people who complain about it as malcontents and brush it off as “just the way things are.” Examine the outcomes of workers attempting to form a union in an effort to resist situations that are soul-crushing. They are derided and depicted as entitled whiners who nag. The ungrateful ones!
Let’s be honest now. That’s 99.76 percent of you if you’re an employer and your employees decide to organize in large numbers. In reality, the reason why so many employers respond knee-jerk viciousness and reflexively to unionization efforts raises questions about why the workers are organizing in the first place. However, the employees are held accountable by our media and other influential figures, thereby placing the responsibility on the actual targets of systemic bullying.
Oh, and those productivity-gauging measures that businesses use. What a random, incompetent mess! The most popular, yet most meaningless, are “time-on-task” metrics. Yes, time-on-task made some sense when workers at machines could create precisely ten widgets in an hour back in the early industrial era. Productivity was exactly equal to time. Of course, it was a little inhumane, but what the heck!
It is completely nonsensical in today’s world, even when it comes to manufacturing. However, some companies even go so far as to set up Controlio for employee computer monitoring clicks and scrolls in order to make sure they spend every waking minute shackled to their galley oar. The manager can then keep an eye on everything from afar using a smartphone, even whether lounging on a resort beach or having a heated discussion over a G&T at the country club. Real science and common sense tell us that physical activity and breaks increase productivity, and that working longer hours reduces productivity, but brilliant managers are different.
One of the numerous arbitrary criteria that are included in employee reviews but completely fall short is time-on-task. They are unable to convey potential, advancement, or strengths, but they are successful in making one point very clear: “You are a drone not deserving of serious attention.” Concurrently, the overbearing supervisor who is fixated on these meaningless measurements jeopardizes employment due to perceived inadequacies stemming from insufficient staffing, restricted resources, and other entirely manageable circumstances.
These are just a few examples of how bullying is ingrained in the processes and structures that make up a company. Bullying at work is therefore not limited to an individual’s behavior. Bully-bosses might take advantage of the toxicity that is frequently ingrained in the business.
Great leaders, on the other hand, understand that employees need to be motivated, not forced. Employees must understand that they are indispensable. By treating every employee with respect and decency, great leaders create environments that foster creativity, loyalty, and genuine excellence. In order for their teams to reach their full potential, great leaders create environments that encourage productivity and a committed workforce.
