Bullying managers and How to identify one? 10 signs

Does someone in your workplace bully others? If so, it’s vital to take action and stop the bullying before it gets worse. However, as a manager or a leader, it becomes crucial to keep a check on your habits too. In the flow of establishing and maintaining control, you might have ended up engaging in some negative behavior yourself. If you are looking for a route to introspect and rectify, you have come to the right place. This blog explores the impact of bullying on team members and productivity. Moreover, it offers ten signs that a manager is bullying others. By learning about these signs and what to do if you suspect someone is getting bullied, you can help to prevent the problem from getting out of hand.

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Bullying managers and How to identify one? 10 signs
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The Impact of a Bullying Manager

Before starting with the action, it is essential to understand what bullying is and how it impacts your team. Bullying simply stands for efforts to overpower someone weaker than you. This behavior can take many manifestations. Bullying can include exclusion, discrimination, intimidation, and many other tactics. It is a form of mental harassment. You can continue reading here if you wish to learn more about bullying in the workplace. Bullying can harm team members in several ways. Firstly, it can create an oppressive work environment where individuals feel uncomfortable and subjected to judgment. Secondly, bullying can lead to stress, headaches, and other physical ailments. Thirdly, it decreases productivity as the victims are less likely to produce their best work due to fear or anxiety. Finally, bullies often have lower self-esteem, which impacts their ability to deliver results for their teams. As we have noted, the impact of workplace bullying is highly detrimental to your team and organization. This is because bullying prevents your employees from being comfortable and safe at the workplace, which is necessary for them to work properly. Moreover, bullying silences voices that might have the best ideas in mind for your organization. All in all, a bully cannot be a great or good manager. Instead, they become a source of toxicity at work that stops employees from achieving their true potential. This is counterintuitive to the goal of a manager. And a report on workplace bullying also mentioned that 70% of bullies are higher up than their targets, such as managers or supervisors. Therefore, it becomes necessary to recognize signs of bullying, even in your behavior. Self-awareness is a crucial skill for managerial and leadership roles.

What To Do If You Suspect You Are A Bullying Manager?

If you’re not sure you’re a bully, these ten signs might help you decide. As a manager, it’s essential to be aware of the impact of bullying on employees. Not only does it hurt the bullied individual, but it can also have severe consequences for the workplace. If you notice any signs of bullying, speak up! By doing so, you could be saving someone from experiencing long-term damage. Are you a bully? It’s a question that can be difficult to answer and have far-reaching consequences. If you’re having trouble identifying why certain behaviors are wrong, it might signify that you’re a bully. The good news is that ten signs can help indicate if someone is actively bullying others. If you notice any of these signs in yourself or someone you work with, it’s essential to take action before things get out of hand. Speak up and ask them to stop what they’re doing. On the personal front, always be open to change and remain observant. It might not be easy, but it could save relationships and careers.

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Signs that you are a Bullying Manager

Bullying affects not only the people getting bullied themselves but also the bullies. If you are a bullying manager, it’s time to take a step back and reassess your behavior. If you or someone you know exhibits any of the signs below, it’s time to change things. If you’re unhappy with how things are going, it might be time to look for a new job.

Intimidation

Intimidation is a way to establish that they are superior and more powerful. It can show itself in many forms. Intimidating behavior can look like a threat to fire you or stop your benefits. Otherwise, intimidation is also severe through strong looks and stares directed toward you. They might also try moving into your personal space without permission, such as standing too close to tower over you when you are sitting. These acts are an attempt to reinforce hierarchies.

Isolation

A bully will attempt to isolate their victim so that they can continue their behavior without inviting trouble. A bullying manager will isolate the employee from social settings and informal interactions. Some employees will repeatedly be conspicuously absent from essential meetings when decisions are made. This is done to impede the development of a social circle that might offer support or respite to the victim. If you find yourself cutting out a few people from group meetings, team trips, or dinners, it is your sign to stop bullying them.

Rumor-mongering

Spreading rumors about someone also constitutes bullying. Putting out information that will affect their social perception negatively in the organization is deliberate harmful behavior. As a manager, you should ensure their privacy and choices are respected. Therefore, you must check your notes on good managerial behavior if you find yourself gossiping behind someone’s back and ganging up on them.

Withholding rewards and promotions

A bullying manager will not allow the employees to become comfortable. In such a situation, the benefits and perks they should usually enjoy will be contingent upon high-performance metrics. Moreover, the rightful benefits will be given as favors instead of well-deserved rewards. Specifically, people who are victims of workplace bullying will be skipped during promotion discussions repeatedly. Even their outstanding efforts will fail to get recognition.

An abusive and angry tone

Your words are the message, and your voice is the carrier. The tone you adopt while communicating with your juniors is important. An unnecessarily loud and perpetually angry tone will throw them off, and they will not be able to express themselves. Moreover, some managers become abusive and employ too many colloquial terms in conversations with employees, who might not be able to reply in the same tone. Shouting, humiliating in the name of feedback, and making fun in the name of humor is the behavior of a manager who bullies. Read the detailed blog on how to give constructive negative feedback to share critical remarks the right way.

Manipulation

A bullying manager will keep their team ignorant and confused. They will not share adequate information as they do not consider their teammates competent. They might blame the employees for forgetting information never shared with them. Moreover, they will constantly change the goals and performance evaluation metrics. Satisfying their conditions will become a challenging job as they will be expansive and always change into something else. Therefore, as a manager, you should clearly communicate your expectations to your team.

Overlooking people and their needs

If the opinions and inputs shared by employees are frequently overlooked without any plausible explanation for the same, the manager is a bully. It becomes a vital function of the managerial role to listen attentively. Instead, if they overlook the contributions of their team, they are undermining them and their abilities, which is unfair to do as a manager. When you find yourself doing this, consciously attempt to carefully gather your team’s opinion and consider it in decision-making.

Not giving due credit

We all love to get recognition for the outstanding contributions we made. But stealing credit for someone else’s work is not the way to do it. A bullying manager will often steal credit for efforts made by the entire team. Instead, they will present it as their effort alone. Moreover, they will offer destructive, instead of constructive feedback. This damages team morale and reduces the credibility and trust that a manager regularly enjoys from their team. Acknowledging the efforts made by individual team members is essential if you want to have a devoted and enthusiastic team.

Dismissing

It is typical of a bully to get all the attention they can. Similarly, it is usual for a bullying manager not to let others speak in meetings or discussions. They usually adopt a condescending tone and listen inattentively if someone else is saying. This shows that they do not value the opinions of others and are, thus, not interested in hearing them. They usually do not give others opportunities to others to speak and often dismiss them mid-sentence. This is a very demotivating act for the team members.

Disruption and Micromanagement

A bullying manager will constantly hamper the workflow by giving unsolicited advice and asking questions that do not let you focus on the issue at hand. The performance that a bully expects from their employees is at an unattainable standard. Yet, they will keep pushing the workers to do more and promote unhealthy habits of overworking and stress. The employees are set to fail so that they can create more opportunities to belittle themselves and their efforts. It becomes crucial to manage your expectations as a manager and allow a certain degree of autonomy to all. The following are some key points to keep in mind if you believe that you might be a bullying manager:

Acknowledge their efforts. Don’t dismiss them mid-sentence or interrupt them. Let them finish what they’re saying, listen attentively. It will show that you value their input and respect their speaking ability.
Don’t create an environment where it’s easy for the bully to take advantage of others. Keep disruptions and micromanagement to a minimum so that everyone can focus on working together harmoniously.
Encourage your team members to speak up if they raise questions or offer suggestions.

Conclusion

Bullying has a devastating impact on both the bully and the person being bullied. It would be best if you always were on the lookout to identify any instances of bullying that involve either you or someone else. As a manager, it’s essential to be aware of the signs that you may be bullying others and take steps to prevent or stop it. Take special care not to be a bullying manager. By reading this blog, you’ll be able to identify the warning signs of bullying and take the necessary steps to stop it before it becomes a problem.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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FAQs

What is the golden rule for stopping bullying?

The Golden Rule to stop bullying calls for people to adopt a kind and forgiving tone. It advocates for managers to help the bully overcome their limitations and cultivate healthy patterns of behavior.

What are the effects of harassment in the workplace?

Bullying or harassment at work in any form can lead to low self-esteem in employees. It creates a significant negative psychological impact that hurts the individual and the team’s performance.

What is unfair treatment in the workplace?

Discrimination or segregation of employees can be termed as unfair treatment. In addition, treating people differently based on their backgrounds or attributes can be taken as unfair treatment.

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15+ Assertive Communication Examples and Scenarios for Smart Managers

Communication skills are vital to a successful career. From getting work done to building relationships, communication skills are essential to getting things done. Regarding communication skills, assertiveness is one of the most valuable and overlooked skills that sets people apart. Assertiveness is about being able to voice one’s needs and feelings without feeling threatened or judged by others. It is about expressing what you need and want in a way that allows others to understand and respect your needs while still respecting theirs. This blog covers 12 assertive communication examples that can help people improve their assertive communication skills and stand out in the workplace. Let’s Start!

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15+ Assertive Communication Examples and Scenarios for Smart Managers
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What Is Assertive Communication?

Assertive communication is a form of communication that is clear, concise, and to the point. It involves setting boundaries and speaking up when needed. Assertive communication isn’t aggressive or rude. Instead, it requires understanding and using the other person’s perspective. There are three basic steps to assertive communication:

preparing for the conversation
having the conversation
responding afterward.

The first step is to prepare for the conversation by thinking about what you want to communicate and why it’s crucial. Once you’ve had time to consider your intentions and objectives, you can better frame your message in a way that will be effective and clear to the other person. The next step is to have the conversation with assertiveness, being clear, concise, and direct in your language and tone of voice. Listening actively to understand what the other person was saying would be best without interrupting or debating every point made. Finally, after the conversation, review your notes from the interaction to reflect on what transpired and assess your assertiveness at that moment. Doing so will help you become more assertive in future conversations.

Did you know there are different assertive communication styles? Follow the link to know more about them!

Why Assertive Communication Skills are Important

Assertive communication skills enable you to communicate your wants and needs clearly and concisely. In addition, these skills help build trust and rapport with others, which in turn helps resolve conflicts among team members peacefully. Assertive communication skills help you take control of your life and relationships, allowing you to be more assertive in situations that frustrate you. In addition, by embracing your voice and opinions, assertive communication skills can help you build positive relationships with colleagues and friends. Practicing assertive communication skills can help you handle difficult customer situations effectively. They can also help you network effectively for business opportunities, building positive relationships with people from all walks of life. Assertive communication skills help you succeed in any situation or career path and enhance your self-confidence and overall happiness. The advantages of practicing assertive communication are too many to ignore! Here is why communication is important in the workplace along with some tips for managers!

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Assertive Communication Examples

Expressing opinions

The main essence of this point is that assertive communication involves expressing opinions and thoughts in a clear, direct, and respectful manner. It helps individuals to assert their ideas and perspectives professionally and confidently. Here are some assertive communication examples related to expressing opinions. Scenario 1: During a team meeting, a team member says, “I think that this approach has some potential, but I also have some concerns about how it may impact other areas of the business.” Scenario 2: In a one-on-one meeting with the manager, an employee says, “I have a different perspective on this project than what has been discussed so far. I think that if we approach it from a different angle, we may be able to achieve better results.”

Requesting action

The main essence of this point is that assertive communication involves making direct requests and taking action. It helps individuals to communicate their needs and expectations professionally and confidently without being aggressive or passive. Here are some assertive communication examples for requesting action. Scenario 1: An employee says, “Could you please provide me with an update on the progress of the project by the end of the week?” Scenario 2: A manager says, “Can you please arrange a meeting with the relevant stakeholders to discuss the budget for the next quarter?”

Confronting issues

The main essence of this point is that assertive communication involves confronting and addressing issues in a clear, direct, and respectful manner. It helps individuals to raise concerns and address problems professionally and confidently without being aggressive or passive. Here are some assertive communication examples for confronting issues. Scenario 1: An employee says, “I noticed that some of the data in the report are incorrect. Can we go over it together and make the necessary corrections?” Scenario 2: A manager says, “I noticed that some of the deadlines for this project had been missed. Can we discuss the reasons for this and identify ways to get back on track?”

Negotiating

The main essence of this point is that assertive communication involves negotiating and compromising in a clear, direct, and respectful manner. It helps individuals to reach mutually beneficial solutions professionally and confidently without being aggressive or passive. Here are some assertive communication examples for negotiating. Scenario 1: An employee says, “I understand your perspective, but I feel the budget allocated for this project is insufficient. Can we discuss ways to increase the budget or re-prioritize the project’s scope?” Scenario 2: A manager says, “I appreciate your proposal, but I have some concerns about the implementation timeline. Can we discuss ways to shorten the timeline while still maintaining the quality of the project?”.

Making requests

The speaker is assertive when they make clear and specific requests, without hesitation or apology. Here are some assertive communication examples for making requests. Scenario 1: Employees ask their manager for a meeting to discuss their performance. The employee says, “Can we schedule a meeting next week to discuss my performance? I’d like to understand where I stand and what I can do to improve.” Scenario 2: A team leader asks a colleague for assistance on a project. The team leader says, “Can you please help me with the research portion of the project by the end of the week? I’d appreciate your input and expertise.”

Saying “No”

The speaker is assertive when they decline requests or invitations clearly and directly, without feeling guilty or uncomfortable. Here are some assertive communication examples for saying no. Scenario 1: An employee denies a request from a colleague to work on a project outside of working hours. The employee says, “I appreciate the offer, but I can’t work on the project outside of my regular working hours. I need to prioritize my personal time.” Scenario 2: A team leader declines a request from a manager to attend a meeting on a day that conflicts with a previously scheduled vacation. The team leader says, “I won’t be able to attend the meeting on that day. I have a prior commitment.”

Offering constructive criticism

The speaker is assertive when they offer criticism in a direct yet respectful manner, focusing on specific behaviors and actions rather than attacking the person. Here are some assertive communication examples for offering constructive criticism. Scenario 1: A manager provides feedback to an employee about their performance. The manager says, “I noticed you missed several deadlines on your last project. Can we talk about ways to improve your time management and ensure that deadlines are met in the future?” Scenario 2: A team member gives feedback to a colleague about their communication skills. The team member says, “I noticed that you tend to interrupt others during meetings. Can we work together to improve your listening skills and allow others to have their say?”

Asking for clarification

The speaker is assertive when they ask for clarification or additional information directly and respectfully. Here are some assertive communication examples about how to ask for clarifications. Scenario 1: An employee asks their manager for clarification on a task. The employee says, “I’m sorry, but I’m not clear on what you expect from me on this task. Can you please provide more information or examples?” Scenario 2: A team leader asks a colleague to clarify a project deliverable. The team leader says, “I’d like to make sure I understand what you mean by the project deliverable. Can you please provide more detail or examples?”

Stating clear and specific requests

This is to communicate effectively and clearly what one wants or needs, making it easier for the recipient to understand and respond to the request.Here are some assertive communication examples for stating requests that are clear and specific. Scenario 1: An employee requests a raise from their manager. Instead of saying, “I need more money,” they assertively state, “I would like to request a salary increase of X% due to my contributions to the team and the company.” Scenario 2: A manager asks an employee to complete a task. Instead of saying, “Can you finish this today?” they assertively state, “I need this task to be completed by the end of the day, is that doable for you?”

Expressing opinions and beliefs

This is to communicate one’s thoughts and ideas confidently and respectfully, allowing for healthy discussions and decision-making. Here are some assertive communication examples for expressing opinions and beliefs. Scenario 1: An employee gives feedback on a project proposal in a meeting. Instead of saying, “I don’t think that’s a good idea,” they assertively state, “I have concerns about the feasibility of this proposal and, I believe we should consider alternative options.” Scenario 2: A manager disagrees with a decision made by their superior. Instead of saying, “I disagree with that,” they assertively state, “I understand the decision, but I have a different perspective and, I believe we should consider other options before proceeding.”

Setting boundaries

The main essence of this is to communicate one’s limitations and expectations in a firm yet respectful manner, helping to maintain a positive work environment and balance in one’s personal and professional life. Here are some assertive communication examples for setting boundaries. Scenario 1: An employee sets limits with their colleagues regarding their workload. Instead of saying, “I can’t take on any more projects,” they assertively state, “I have a full workload at the moment and need to prioritize my current projects. I’m not available to take on any additional work now.” Scenario 2: A manager sets boundaries with subordinates regarding their work hours. Instead of saying, “You can’t work from home,” they assertively state, “Our company policy requires that all employees work from the office during regular business hours.”

Dealing with conflicts

Dealing with conflicts deals with communicating effectively in resolving disputes and finding solutions to problems, promoting teamwork and cooperation in the workplace. Here are some assertive communication examples for dealing with conflicts. Scenario 1: An employee addresses a dispute with a colleague. Instead of saying, “You’re always wrong,” they assertively state, “I have a problem with how you approached this situation and I believe we need to find a solution together.” Scenario 2: A manager mediates a conflict between two employees. Instead of saying, “You’re both at fault,” they assertively state, “I understand that there is a problem here and I would like to hear from both of you so we can find a resolution.” Did these assertive communication examples made you think about the scenarios where you were great at communicating assertively and some instances where you were not so great? Check out our free self-assessment for assertive communication to find out how good you actually are. The results will help you in getting insights about your own skills so that you as a manager know exactly where you need to work. Do have a look at the other such free assessments that Risely offers!

Conclusion

Demonstrating assertive communication skills is a powerful way to gain a competitive edge. People who respect you and your opinions will listen to your ideas and work toward a win-win solution. It also builds relationships that last well beyond the communication exchange itself. But, remember, assertive communication can be challenging. It requires self-awareness, empathy, and self-confidence. Thankfully, there are plenty of assertive communication examples on this page to get you started!

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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