Recognising and acting on workplace bullying

In short: Bullying means systematic, repeated harassment of a person over a longer period. It differs from a single conflict through its duration, repetition and the power imbalance.

In more detail: Typical forms are exclusion, rumours, constant criticism or withholding important information.

In detail

• Distinguishing from conflict: A single argument is not bullying; system and duration are decisive.
• Documentation: Record incidents in writing with date, place and witnesses.
• Contacts: Involve the works council, HR department or supervisors.
• External help: Counselling services and, in serious cases, lawyers can support.
• Health: Bullying can lead to stress, anxiety and depression; do not delay professional help.
• Legal aspects: Employers have a duty of care and must intervene.
• Do not leave people alone: Anyone who observes bullying should support those affected instead of looking away (konflikte-am-arbeitsplatz-loesen).