Home / Uncategorized / Work Shouldn’t Hurt: Standing Up Against Workplace Bullying
Work Shouldn’t Hurt: Standing Up Against Workplace Bullying
No Comments on Work Shouldn’t Hurt: Standing Up Against Workplace Bullying

Work Shouldn’t Hurt: Standing Up Against Workplace Bullying

Uncategorized November 21, 2025 , by

By Dr Amit Dias

“If you want to test a man’s character, give him power.”
– Abraham Lincoln

During Anti-Bullying Week, observed from November 13–17, Dr. Amit Dias draws our attention to a silent but destructive force that eats into efficiency – Workplace Bullying. He emphasizes the urgent need to recognize, address, and root out workplace bullying before it destroys individuals and organizations from within. “Workplace Bullying can take place everywhere even in medical colleges and hospitals” explains Dr. Dias as he calls for stronger regulations against workplace bullying in India.

The Silent Burning Crisis at Work
How many of us have gone home questioning our worth — not because we failed at our job, but because someone made us feel small for doing it? You’re not alone.
Studies show that nearly 30% of employees experience workplace bullying, and more than 60% of these bullies are supervisors or people in power. Over 52 million workers report being directly bullied in their careers — a number that should shake every organization into action. It can happen anywhere- a small company, a multi national company… even in a medical college or hospital.
Workplace bullying is not just about physical abuse or harsh words — it’s a systematic abuse of power. It can be silent, sophisticated, and strategic. And the impact is devastating — eroding confidence, motivation, and mental health. There is an urgent need to recognize, address, and root out workplace bullying before it destroys individuals and organizations from within. Several people have resigned and many committed suicide due to workplace bullying. The writing is on the wall, we need stronger regulations against workplace bullying with the same seriousness and legal backing as the Prevention of Sexual Harassment at the Workplace Act (POSH). Workplace bullying must no longer be ignored — we need to enforce a culture of respect which is essential for every healthy organization.
“People who love themselves don’t burn other people. People who hate themselves want to see others suffer.”

Who Can Be a Bully?
A bully at the workplace isn’t always loud or obvious. Sometimes, they come in the form of a superior — a boss or senior colleague — who misuses authority to belittle, control, or isolate others. At times, bullying can also come from peers, when competitiveness turns toxic. But when the bully holds power, or is your Boss, the damage multiplies.
How a Boss Can Bully
Workplace bullying by those in authority can take many forms — not always through shouting or direct insult, but through systematic manipulation and control:
• Belittling or humiliating staff in front of others, questioning competence, or mocking ideas.
• Discrimination, treating individuals differently, rejecting proposals and permissions while permitting others for the same.
• Isolation, such as removing an employee from official WhatsApp groups or team communications. Not forwarding applications or Annual Performance Appraisal Reports to deny promotion and salary.
• Character assassination, spreading rumours or twisting facts to damage the credibility.
• Manipulating records, destroying APARs (Annual Performance Appraisal Reports) with false remarks. Motivating others against the officer and rewarding those who bear false witness.
• Misguiding authorities, painting a distorted picture of an employee’s conduct or performance.
• Blocking leave, permissions, or training opportunities as a way of exerting control.
• Stalling promotions or salaries to demotivate and break the employee’s spirit.
• Entrapping the employee — creating situations designed to provoke a reaction and then highlighting that reaction out of context to portray the person as the problem and playing the Victim Card.
• Absenteeism traps, such as calling an employee to another spot for an official task, then marking them absent in their own workspace; or locking the attendance sheet to prevent them from signing and reporting them to be absent.
Eventually, the bully plays the “victim card”, claiming they are the ones being disrespected or targeted — a manipulative move to shift blame and avoid accountability.
The Impact of Workplace Bullying
The effects of workplace bullying go far beyond the individual — they poison the entire organizational culture.
• On individuals: stress, anxiety, insomnia, depression, and even loss of self-worth.
• On teams: loss of trust, increased attrition, and fractured communication. Divide and rule policy.
• On the organization: lower productivity, poor morale, absenteeism, and reputational damage.
Many employees silently endure this toxicity, fearing retaliation, humiliation, or the loss of their job.
“People who repeatedly attack your confidence and self-esteem are aware of your potential even if you are not.”
A Weak System and the Need for Reform
Unfortunately, India and many countries lack comprehensive laws protecting employees from workplace bullying. If you write a confidential complaint, they are most likely to reveal it to the bully and add fuel to the problem. Sexual harassment is legislated, but psychological harassment and bullying are often dismissed as “personality clashes” or “internal matters.” In Goa it’s brushed aside as “Sodanchench” – it an everyday story in every organisation so its normal.
This systemic failure emboldens bullies and discourages victims from speaking up. There is an urgent need for clear policies and legal protection — anti-bullying laws that define, prevent, and punish workplace harassment in all forms. Every organization should have an internal committee, like a committee, to handle bullying complaints confidentially and fairly.

A Message to Those Being Bullied
If you’re being bullied at work — remember this truth:
You are not the problem. Your strength, your competence, and your authenticity are what threatens the bully.
“Bullies don’t attack the weak. They attack the strong who shine a light on their own darkness.”
Believe in your integrity. Document everything. Speak up — respectfully but firmly. Don’t let anyone rewrite your story. You may not win the approval of your bully, but you will win your self-respect. And that’s worth far more.

What Management Must Do
Organizations that value people must act decisively:

  1. Acknowledge that workplace bullying exists — even in “respectable” spaces.
  2. Create a zero-tolerance policy that covers all forms of psychological harassment.
  3. Train leaders to identify and stop bullying behaviours.
  4. Set up confidential reporting systems and protect complainants.
  5. Provide counselling and mental-health support for victims.
  6. Hold perpetrators accountable, regardless of their position.
    “Power is not control at all — power is strength, and giving that strength to others- with power comes responsibility.”
    When leaders use power to empower others, they build loyalty, trust, and greatness. When they use it to intimidate, they reveal weakness.
    Heal the Emotional Wounds of Bullying
    Bullying leaves invisible scars — anxiety, self-doubt, and emotional exhaustion that can linger long after the incident ends. People have even ended their lives as they received no support. Therapy offers a path to healing, helping individuals regain confidence, clarity, and control over their lives. Healing begins the moment you decide that someone else’s cruelty will not define your peace.
    The Grey Rock Method is a communication strategy used to manage difficult or bullying individuals by becoming emotionally unresponsive—like a dull, grey rock. The goal is to make yourself uninteresting to the bully so they lose the motivation to provoke or manipulate you. In the workplace, this involves giving short, neutral, factual responses and avoiding visible emotional reactions. Instead of defending yourself, arguing, or over-explaining, you reply with calm, brief statements such as “Okay,” “Noted,” or “I’ll check on that.” You keep the interaction strictly professional. Because bullies often feed on emotional reactions, removing that “fuel” weakens their impact and may cause them to shift their focus elsewhere.
    However, the Grey Rock Method is best used as a short-term coping tool rather than the sole solution. If the bullying is severe, escalating, or violating workplace policy, it is important to document incidents, seek support, and report the behaviour to supervisors or HR. It is a practical way to stay calm while protecting your wellbeing.
    If you have been bullied at the workplace, write to the Goan Observer and share your experience and how you dealt with it.

No related posts.

Search

Back to Top