Stop Workplace Bullying: How to Get Employees to Speak Up

Creating a "Speak Up" culture in the workplace is essential for protecting psychological safety. Employees should feel confident that they won’t be subjected to bullying or harassment and that they can voice their concerns or ask for help without fear of retaliation. When workplaces prioritize psychological safety, it becomes easier for employees to report issues with coworkers, shifting the risk to the wrongdoers rather than those who speak up. To achieve this, leaders must foster an environment where people feel heard and valued.

Healing the Brain through Psychological Safety

A misconception about psychological safety is that it's about creating a comfortable or "soft" environment where conflict is avoided and everyone is always agreeable. However, its not about avoiding difficult conversations or shielding employees from challenges. Rather, its about ensuring any discomfort comes from a place of learning and collaboration rather than a place of fear and harm. Bullying in the workplace can cause significant emotional distress—and it can also lead to profound changes in the brain's structure and function.

Dr. Jennifer Fraser, author of The Bullied Brain: Heal Your Scars and Restore Your Health, talks about how scientific research shows that non-physical forms of bullying, harassment, neglect, and abuse can cause observable damage to the brain.¹ Neurological scans reveal that psychological trauma can lead to organic changes, such as an enlarged amygdala, which is linked to heightened fear and anxiety; a shrunken hippocampus, associated with impaired learning and memory; and reduced connections between the brain's hemispheres, impacting cognitive functions.

Bullying can have severe consequences on employees’ mental and physical health; therefore, employers have a responsibility to prevent this workplace harm, whether the effects are observable to the eye or not.

How to Encourage a Speak Up Culture

Employees may find it difficult to speak up about harassment due to fear of negative consequences or lack of trust in leadership to believe and address concerns. Stress and self-doubt about what they are seeing or experiencing, along with a lack of safe reporting channels, can also be barriers. Overcoming these challenges requires leaders to create a supportive environment where employees feel secure and confident that their concerns will be taken seriously.

Empathy and Active Listening

To encourage employees to speak up, leaders need to demonstrate that they are approachable and invested in actively listening. Making time and space to understand the personal and professional needs of their team can help leaders better recognize the challenges employees face. To engage fully, leaders should give their full attention when employees speak, maintaining eye contact, nodding, and asking clarifying questions. After listening, follow up on what was discussed to demonstrate that the input was valued and considered.

Transparent Communication

By being open and honest about decisions, challenges, and changes, leaders can help employees feel connected to the broader goals and direction of the company. This openness extends to addressing employee concerns about workplace culture and reinforcing zero-tolerance policies for bullying. When leaders are clear about the organization's stance, employees are more likely to feel safe in speaking up.

Encouraging feedback is part of transparent communication. Leaders should establish safe and accessible channels where employees can freely express their thoughts and report any concerns around harassment or abuse. This might include implementing anonymous surveys or maintaining an open-door policy that invites candid discussions.

Accountability and Support

After leaders state their clear commitment on anti-bullying and harassment, they must then follow through on addressing those concerns promptly and fairly. Incidents should be addressed immediately with mediation, investigations, and action plans, without blaming the reporter of the incident. Policies must be applied consistently, holding everyone – including managers and leaders – accountable for their actions, regardless of the power dynamics involved.

Training for employees is another step to reaffirm commitment to employee safety. Education for all employees, such as anti-harassment training, can ensure that everyone understands the organization’s policies and expectations. Group training sessions on communication, resilience, and conflict resolution can also help the team learn how to tackle issues at work head on. If an employee does demonstrate unsafe behaviours in the workplace, success coaching may be valuable to help them recognize their actions, develop healthier communication strategies, and align their behaviour with the organization’s values.

Standing by employees who raise concerns is critical. Implementing a robust whistleblowing policy can ensure that those who speak out are protected from retaliation, recognizing the courage it takes to challenge unsafe behaviors.

What Can Employees Do If They Are Being Bullied?

If you are experiencing harassment at work, it’s important to take steps to regain control of the situation. Understand that you are not the source of the problem—bullying is about the bully’s need for control, not a reflection of your performance. Don’t ignore bullying behaviour. Take action by seeking help and support from people you trust, and keep a detailed diary of incidents. When addressing the situation with the bully, be aware that they may deny the behavior, so it’s wise to have a witness present. If the bullying persists, report the behavior to your organization. Practicing mindfulness techniques, such as slow rhythmic breathing, can also help you manage stress during this challenging time.

What Can Coworkers Do?

As a coworker or bystander, you have a role in addressing workplace bullying. If you observe harassment and choose not to act, you are inadvertently accepting a share of the responsibility. You should always report incidents, whether you are a witness or a victim. Stand by your bullied coworker immediately after an attack and offer support, ensuring they do not feel isolated. Avoid falling victim to any “divide and conquer” tactics employed by the bully, and if needed, sit in on meetings as a witness to provide factual accounts if a complaint is made. Make it clear to the bully that their tactics are unacceptable.

How Can Gowan Consulting Help?

Gowan Consulting has Occupational Therapy resources to ensure the safety and wellness of your employees and work environment.

• Request a consult from our team to audit your Psychological Health and Safety in the Workplace.
• Contact us to book training for your staff. We provide individuals and teams with Psychological Safety at Work Training, Manager Mental Health Training, Inclusive Leader Training, and more. Our custom workshops and online courses discuss areas of psychological risks within the workplace and cover skill building such as communication, conflict resolution, and resilience.
• We provide success coaching to individuals and teams to address behaviors, communication, emotion regulation, organization, and stress management. Contact us to learn more.

Resources

[1] Fraser, Jennifer. (March 20, 2024). Whistleblower Security. Lessons from The Bullied Brain: How to Create Psychologically Safe Workplaces. Live webinar.