QUICK TIPS: 7 Steps to Deal with Workplace Bullying

🔎 Episode Summary:

Being bullied at work—whether by a peer or supervisor—can be isolating, frustrating, and deeply stressful. In this episode, Dr. Jeremy Pollack shares 7 practical, research-backed steps to help you recognize, respond to, and recover from workplace bullying. You’ll hear real-world examples, learn how to protect your mental health, and gain tools to take back your power—while staying professional and calm.

Whether you’re currently being bullied or supporting someone who is, this episode offers clear guidance for navigating a toxic workplace dynamic.

🛠️ Key Steps Covered:

1. Recognize the Behavior
    → Identify patterns of disrespect, exclusion, or psychological harm.
   
   
2. Document Everything
    → Keep a detailed, dated log of incidents and impact.
   
   
3. Set Boundaries When Safe
    → Use calm, assertive language to disrupt harmful patterns.
   
   
4. Report Internally
    → Present your documentation to HR or leadership with a solutions-oriented mindset.
   
   
5. Take Care of Your Mental Health
    → Prioritize your emotional well-being and access support when needed.
   
   
6. Explore Your Options
    → If the culture won’t change, consider your long-term path elsewhere.
   
   
7. Know Your Legal Rights
    → Learn when bullying crosses into illegal harassment and what resources are available.

📌 Resources & Links:

• Equal Employment Opportunity Commission (EEOC): https://www.eeoc.gov
  
  
• Workplace mental health resources: https://www.workplacementalhealth.org
  
  

💬 Notable Quote:

"Bullying is never your fault—but addressing it is your right. One small step can lead to real change."

✅ Stay Connected with Dr. Jeremy Pollack:

• Website: pollackpeacebuilding.com
• LinkedIn: linkedin.com/in/jeremypollack
• Courses: peacefulleadersacademy.com/courses/
  
  

Host: Dr. Jeremy Pollack from Pollack Peacebuilding Systems

More from Dr. Pollack:

• Peaceful Leaders Academy
• Conflict Resolution Playbook: Practical Communication Skills for Preventing, Managing, and Resolving Conflict
• FREE e-book: The Ultimate 12-Step Guide to Coworker Mediation: Free Ebook - Pollack Peacebuilding Systems

Connect with Dr. Pollack on social media: Facebook | Twitter | YouTube | LinkedIn

Episode Transcript

(00:03):
Welcome to Peace Building withDr.
Pollock.
This is a quick Tips episodewhere I explore the strategies,
psychology and interpersonaltools that help you build better
relationships at work andbeyond.
I'm Dr.
Jeremy Pollock.
I'm a social organizationalpsychologist with a specialty in
peace and conflict psychology.
I'm also the CEO of PollockPeace Building Systems, a
workplace conflict management,consulting and training firm.

(00:25):
Today's topic hits close to homefor many professionals.
Unfortunately, we're talkingabout workplace bullying.
According to the workplace,bullying Institute's 2024
report, at least 30% of USworkers have directly
experienced bullying behavior atwork.
If you've ever felt targeted,disrespected, or humiliated at

(00:45):
work, whether by a peer or asupervisor, you know how
exhausting and disempowering itcan be, but you're not stuck,
you can take action.
In this episode, I'll guide youthrough seven clear steps to
protect your mental health.
Document the behavior, andregain your sense of power.
Let's get started.

(01:08):
So step one, in dealing withworkplace bullying behavior is
recognize and define thebehavior.
Not all bullying looks the same.
It might be overt, like yellingor insults, or it could be
subtle like.
Exclusion or sabotage ordismissive comments.
The key is to notice patterns ofbehavior that make you feel

(01:31):
intimidated, devalued, or afraidto speak up.
A lot of people experience whatwe might think of as bullying
behavior and they just sort ofbrush it off, you know, thinking
maybe they're too sensitive andthey allow this behavior to go
on for too long.
But on the other hand, you alsowanna stay self-aware of
hypervigilance oroversensitivity.

(01:53):
So if you're unsure aboutwhether you're being bullied or
if you're just being sensitive,I would discuss it with a
trusted friend or colleague,explain the situation, explain
some of the behavior, and get anoutside perspective.
The bottom line is when it comesto recognizing behavior, if
you're consistently on edgearound a particular person,
start paying attention to that.

(02:14):
Trust your internal radar.
So if you are experiencingbullying, the next step would be
to start documenting everything.
Create a written log of bullyingIncidents include the date, the
time, what happened, who waspresent, how it affected you
emotionally and professionally.

(02:35):
This record will become crucialif you need to report the
behavior later, whether it's tohuman resources or to some sort
of legal support.
Even if you've never escalatethis log affirms your reality
and hopefully strengthens yourconfidence that you are actually
experiencing this sort ofbehavior.
Step three, set boundaries Whenpossible, if you feel safe, you

(03:01):
can address the behaviordirectly.
Sometimes a clear respectfulboundary can stop the behavior
before it escalates.
Let's say for example, acoworker makes repeated
sarcastic remarks about yourwork, and one day you calmly say
to them.
I'd appreciate it if you gave medirect feedback instead of
making jokes about my reports.

(03:21):
This simple direct statementsets a clear boundary without
hopefully creating a conflict.
Now this sort of line in thesand is boundary that you're
drawing.
It's not necessarily going toresolve the issue completely,
but it often disrupts thedynamic and lets the individual
know that the behavior is beingnoticed and that it's
inappropriate.

(03:41):
Step four.
Report through the rightchannels.
If the behavior doesn't stop orif it's severe from the outset
and you don't even want toaddress it or, set a boundary,
then it is time to report it toyour HR department or to a
trusted manager.
Present your documentation andstick to the facts.
Make it not just about yourfeelings, uh, about what you

(04:04):
sort of experienced.
That's important, but don't justmake it about that.
Also, make it about the impacton your work and on workplace
culture.
You might say something like,over the past two months, I've
experienced repeated verbalcriticism from my supervisor in
front of the whole team.
I've documented the dates andcomments.
It's affecting my ability tofocus and perform.

(04:24):
Your goal is not just to beheard, but to activate
accountability.
And the more you can relay thisto business outcomes and
performance and to the generalculture of the workplace, you
may have a better shot atgetting them to actually, uh,
move the needle on this and holdthe individual accountable.
Step five, take care of yourmental health.

(04:45):
Bullying can erode youremotional and physical wellbeing
over time.
It's very, very stressful andchronic stress, anxiety,
burnout, depression, all ofthese can be common effects.
Don't ignore the toll that ittakes on you.
Speak with a therapist.
Engage in regular self-care.
Prioritize your nervous systemhowever you can.

(05:07):
And if your company offers anemployee assistance program or
EAP, take advantage of it.
I just want to reiterate here,your mental health shouldn't be
thought of as a luxury.
It's an absolute necessity, sotake care of yourself.
Number six is explore youroptions if your workplace
refuses to address the problem,or worse it retaliates if you

(05:27):
report it or something likethat.
It's time to think long term.
Can you move to a different teamor department?
Can you explore roles inhealthier organizations?
Are there industries orenvironments where your values
will be more supported or peopleare held accountable more
effectively?
You know, sometimes walkingaway, unfortunately is the

(05:48):
strongest move that you can makeand certainly the healthiest.
And finally, step seven, knowyour legal rights.
In some cases, bullying cancross the line into unlawful
harassment, especially if it'stied to race or gender, or age,
religion, disability, otherprotective categories like that.

(06:08):
If this seems to be the case orif you suspect this is the case,
I would.
Recommend you visit the US EqualEmployment Opportunity
[e-mail] or consult anemployment attorney to learn
what legal protections you mayhave.
At the end of the day, knowledgeis power and just knowing what
support you can get or whatprotections you have might

(06:30):
provide leverage if internalefforts to address abusive
conduct fall short of actuallyhaving an effect.
All right, so let's recap theseven steps here.
First is recognize the bullyingbehavior.
Next, you want to documenteverything very clearly.
Third, set boundaries verballyif you feel it's safe to do so.

(06:52):
Number four, report everythingthrough the proper channels.
Number five, take care of yourmental health.
Number six, explore new optionswhen needed.
And number seven, know yourlegal rights.
Bullying is never your fault,but addressing it is your right.
So start with one small actionthis week, even if it's just

(07:13):
documenting something orreaching out to a friend to get
support.
Every step is a step towardempowerment.
Thanks for tuning into PeaceBuilding with Dr.
Pollock.
If this episode helps you or youfeel like it could help someone
that you know who's strugglingwith workplace bullying, please
share it and subscribe for moreinsights on managing conflict,
building trust, and creatingpeaceful workplaces.

(07:35):
Until next time, stay strong,stay kind, and keep peace
building.