Workplace bullying is more common than many people realize, and it does not always look like the overt aggression often imagined. It can show up in subtle ways: a manager raising their voice during meetings, a colleague blaming someone for being “too experienced” or “too capable,” or teammates gossiping about others under the guise of casual conversation.

The result is the same. Employees may leave interactions feeling small, questioning their worth, and wondering if they are the problem. Over time, this undermines confidence, drains morale, and impacts both productivity and wellbeing. In California, certain behaviors that create a hostile work environment may be unlawful, and employers can be held liable if they ignore or allow the behavior to continue.

Workplace bullying is not just poor management or a personality conflict. It has real consequences.

What Workplace Bullying Can Look Like

Bullying in the workplace is not always blatant. It often hides in everyday interactions that may appear normal on the surface but leave employees feeling disrespected, excluded, or diminished. Recognizing the signs is the first step toward addressing the behavior and protecting well-being.

• A colleague or leader who frequently raises their voice or yells in the workplace, including during meetings.
• Blaming someone for bringing too much expertise or doing too much.
• Belittling contributions or making sarcastic remarks that diminish credibility.
• Endorsing or engaging in gossip that harms trust and damages reputations.
• Excluding individuals from essential meetings, emails, or decisions that directly affect their work.
• Taking credit for the ideas of others or dismissing their contributions in front of colleagues.
• Constantly changing expectations without notice, failing to provide clear deliverables, or denying what was previously agreed upon.

The Damage It Causes

Bullying in the workplace is far-reaching and destructive. It is not just about the momentary exchange between two people. It shapes how employees feel about themselves, their work, and the organization as a whole. When gossip, belittling, or exclusion are tolerated, trust erodes, and respect among colleagues is replaced with suspicion and resentment. Morale drops as employees spend more time protecting themselves than contributing ideas. Collaboration becomes strained, innovation slows, and the energy that could be invested in productivity is instead drained by stress and disengagement.

Over time, the culture itself is damaged. Talented employees may leave, while those who remain often do so reluctantly, with lowered commitment and confidence. This turnover comes at a high cost to the organization in both finances and reputation. A workplace known for tolerating bullying will struggle to attract strong talent and may develop a public image as an unhealthy or hostile environment. 

There are also profound legal implications. In California, abusive conduct that creates a hostile work environment can expose employers to liability if not addressed. Beyond the law, ignoring bullying signals that leadership does not prioritize employee wellbeing, which further undermines trust. In short, bullying damages people, weakens teams, and erodes organizational health. Left unchecked, it creates a cycle where disengagement and fear replace creativity, loyalty, and growth.

What Employees Can Do

Experiencing workplace bullying can feel isolating and overwhelming, but employees are not powerless. While the behavior of others cannot always be controlled, there are steps individuals can take to protect themselves, set boundaries, and seek support.

1. Document and Name the Behavior

Keep a record of incidents, including dates, times, the specific behavior, and any witnesses. Documentation helps reveal patterns and strengthens a case if concerns need to be raised formally. Labeling the behavior as “bullying” or “disrespect” also prevents internalizing blame.

2. Set Boundaries Respectfully

When it feels safe, respond calmly and firmly. For example, “I would like us to continue this conversation without raised voices,” or “Talking about a coworker in this way does not feel constructive.” Boundaries communicate that the behavior is recognized and not acceptable.

3. Seek Allies and Support

Bullying often continues because people feel isolated. Sharing experiences with a trusted colleague, mentor, or HR representative can provide validation and support. Allies can reinforce boundaries and serve as witnesses if needed. External resources, such as a coach or counselor, can also help employees process experiences and strengthen confidence.

Taking these steps is not only about responding to harmful behavior. It is also about protecting well-being, preserving confidence, and ensuring professional growth in a healthier environment.

Moving Forward

Workplace bullying does not always look like bullying, which is why it can be so challenging to identify and address. Yet its impact is undeniable. It harms people, damages culture, and creates risks that extend far beyond individual interactions. Moving forward requires awareness, courage, and a commitment to fostering accountability. Most importantly, it requires remembering that each employee deserves to feel safe, respected, and whole at work.

By recognizing the signs, taking action, and seeking support, employees can protect their well-being and contribute to healthier workplaces where everyone has the opportunity to thrive.