6 • The predictable cycle of workplace bullying – patterns and consequences

In the introduction to her book, "Workplace bullying: finding your way to big tent belonging", Associate Professor Dorothy Suskind describes the predictable patterns that workplace bullies follow in selecting and persecuting their targets.

She makes the point that bullying is not an individual issue, but a feature of workplace culture.

"Bullying, at its core, is not an individual problem, spurred by one person, but an outgrowth of a workplace environment that either allows or encourages behaviours such as gossip, humiliation, belittling, gaslighting and exclusion.”

In an episode packed with information, Dorothy talks to me about her research, her own experiences and the psychology behind the harmful effects of predictable tactics like isolation, exclusion and manipulation used by workplace bullies.

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Dorothy Suskind is an Associate Professor at Longwood University in Virginia; a member of the National Workplace Bullying Coalition; a regular contributor to Psychology Today magazine; who also directs the Southside Virginia Writing Project.

She knows about workplace bullying, from her own experience and the extensive research interviews with over 200 people who experienced workplace bullying, listening to their stories, in writing her first book.

In preparing for this episode, something Dorothy said to me struck a particular chord – that it’s “important to reach people before they’re bullied. After the fact, her work is helpful, but people have frequently lost their job by the time they discover what’s happening to them.”

A predictable cycle of degradation

Workplace bullies don't just carry out their acts randomly. Dorothy's research identifies a predictable six stage cycle, involving:

• selecting their target
• gathering information to use against them
• recruiting and manipulating others against their target, and
• weaponising the 'official channels'
• forcing the target out

Once this degradation cycle has been completed, the bully can move on to select their next target.

In this episode, you'll hear Dorothy talk about this cycle, and the typical characteristics of bullying targets.

They're the kind of people employers say they want to recruit, so it's all the more damaging when they're forced out of an organisation through this kind of behaviour.

Workplace bullying causes psychological harm

It's well established in research studies, the harm that bullies and their allies cause to the targets they select. The health implications, both physical and mental, can be extensive, long-lasting and quite profound.

You'll hear Dorothy talking about the implications for targets, and why some of the psychological tactics - notably exclusion, "othering" and the denial of belonging are so psychologically damaging for people.

This is a key point for leaders and HR professionals to take on board, because workplace bullying isn't just a "personality clash" - it's a serious psychosocial risk that, increasingly, you'll have a duty to take action to prevent, and address.

If leaders don't address it effectively, then they become complicit in establishing the institutional betrayal which further compounds the harm to the target.

You'll have heard about this first hand, in "Jane's" personal story in episodes two and three of the podcast.

Techniques for post-traumatic recovery

Whilst the harmful impacts of workplace bullying are shown to last for months, and years, there are techniques that people can use to chart a course to recovery.

We discuss some of these techniques that people can make use of to overcome the harm caused to them, and regain agency over their lives in time.

Lessons to learn from this episode

There are two different audiences who’ll benefit from this episode:

People who have experienced workplace incivility, bullying or harassment

If you’re experiencing, or have previously experienced, workplace incivility, bullying or harassment, this episode will help you to understand that, sadly, you’re not alone in what you’re going through.

There’s a pattern to what’s happening to you, as predictable as night following day.

Understanding that helps you prepare, and most importantly, it can help you recover from the harm that’s been caused to you.

Dorothy’s work may be helpful for you to understand the situation you were put in, to gain perspective, and you may find her thoughts on creative writing a useful way to create agency over your life, and come to terms with what’s happened.

Organisation leaders, or HR professionals

If you're someone who’s responsible for setting the culture and for the wellbeing of others, Dorothy’s research will help you to understand how the bullies and their allies work within your organisation.

That’ll help you to tackle the problem, prevent the harm inflicted on others by bullies in your midst.

It may even help you to see that you’re playing a role in their story, whether that’s deliberately or inadvertantly.

By understanding these patterns, you can live up to your promises to take action, to support people, to help heal harm where it’s caused and, most importantly, prevent it happening in the first place.

Whether you choose to?

Well, now it’s up to you to show the kind of leader you really are.

In the next episode

In Episode 7 of the Life at the Sharp End podcast, I'm in conversation with Chris Wheeler – former Deputy Ombudsman for New South Wales, Australia – about the importance of apologies, and why for many, "sorry" seems to be the hardest word.

Chapter markers

References and links

• Dorothy Suskind's website
• Dorothy's articles in Psychology Today magazine
• Purchase Dorothy's book at Amazon.com (*affiliate link)