Recognising bullying and acting

Bullying at work can be quiet and hard to pin down, but its impact on a person's wellbeing and career can be severe. As a leader, noticing it and acting on it is part of your duty of care.

What it is

Workplace bullying is repeated, unreasonable behaviour directed at a person or group that creates a risk to health and safety. It can be obvious - shouting, humiliation, threats - or subtle: exclusion, constant unfair criticism, being set up to fail, or having credit for work taken away. It is different from a single difficult interaction or fair, respectful performance feedback.

Signs to notice

• A team member becoming withdrawn, anxious, or unusually quiet around a particular colleague or manager.
• Sudden drops in confidence, performance, or willingness to speak up in meetings.
• One person consistently excluded from information, invitations, or decisions.
• Complaints, sarcasm, or "jokes" that always target the same individual.
• Increased sick leave or requests to change teams with no clear explanation.
• Someone asking to have witnesses present for routine conversations.

What helps

• Take every report seriously, however it arrives. A hesitant, informal mention deserves the same attention as a formal complaint.
• Separate the behaviour from the person's intent. Focus on the impact of specific actions rather than debating whether someone "meant it".
• Document what you observe or are told, with dates and specifics, before deciding on next steps.
• Act promptly and fairly. Speak to those involved separately, follow your organisation's grievance or disciplinary policy, and avoid informal "sorting it out between yourselves" for serious cases.
• Protect the person who raised the concern from any form of retaliation - this is often where trust is won or lost.
• Follow up after action is taken. Check that the behaviour has actually stopped, not just that a conversation happened once.
• Model the standard yourself. How you handle disagreement and feedback sets the tone for what is and isn't acceptable.

When to reach out for help

Involve HR and, where appropriate, the EAP as soon as bullying is suspected, especially if it involves threats, discrimination, or repeated incidents. If a team member shows signs of significant distress, anxiety, or is talking about not coping, encourage them to speak to a Cleared Mind counsellor promptly rather than waiting for the investigation to conclude.

Getting help in South Africa

Employees experiencing bullying can access confidential support through Cleared Mind's EAP counsellors. Serious or persistent bullying may also fall under workplace harassment provisions that HR and legal teams can advise on. For general mental health support, the SADAG Mental Health Line is 011 234 4837.

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If you or someone else is in immediate danger, reach out now. SADAG Suicide Crisis Helpline (24h): 0800 567 567 or SMS 31393. SAPS 10111, ambulance 10177, GBV Command Centre 0800 428 428.