Workplace bullying is difficult to define because it comprises many types of repetitive behavior.

The problem of terminology: Many workers have never heard of workplace bullying, even if they have experienced it themselves.

Some of these tactics include criticizing the target person in front of a group, praising all other team members except the target person, physically isolating the target person, and attempting to turn others against the target person.

what is an intimidating workplace-48

Bullying is a form of abuse, and in this respect, it is illegal.

Aggression and Abuse Whether it happens on the playground or at work, bullying is a form of aggression and abuse.

But this does not mean that if a coworker has acted aggressively toward you only once that you have not been bullied. A bully may single out a specific target or may bully more than one coworker, but bullies who act aggressively toward a majority of coworkers don’t usually get very far because groups have power in numbers.

If bullying is not curbed immediately at the time of bullying, the bully will strike again sooner or later. That’s why a bully is more likely to target an individual than multiple people or a group.

Proving a person’s malintent is often impossible, but sometimes it helps to understand why bullies do what they do. While it is often very difficult to determine what motivates a bully’s behavior, aggression targeted at a coworker is never acceptable for any reason.

Here are some typical bullying behaviors that may be a sign that you’ve been a victim of bullying in the workplace.

Intimidation tactics take many forms, but can be any action that results in making the target feel intimidated.

Constant criticism, name calling, and direct threats will certainly make a person feel intimidated, but don’t discount more subtle behaviors such as intentionally failing to forward an email or provide a coworker with information necessary to perform his job as forms of intimidation too.

When investigating allegations of sexual harassment, looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred.

A determination on the allegations is made from the facts on a case-by-case basis.

In some cases, however, a supervisor, manager, or boss may use bullying tactics regularly against some or all employees.