You won’t believe how often an employer doesn’t believe a workplace bullying target

Bullying concept in workplace with angry and afraid eggs charact

Often jealous of their targets, workplace bullies treat targets like they’re nuts. “People who find themselves trapped in a bullying scenario can attest to the crazymaking, irrational nature of the mistreatment. Much of the harm caused by the abusive conduct stems from the shattering of targets’ beliefs about fairness. First, they are typically the high performers who unknowingly trigger the envy of perpetrators. Targets are aware of their work skill at a deep personal ontological level. Perpetrators come into their lives who determined to reject the agreed upon perceptions of the targets’ skills,” says the Workplace Bullying Institute (WBI).

How workplace bullies get away with their toxic behaviors
Here’s how others come to believe the target is the problem, not the bullying, according to WBI:

  • Abuse of power. “Perpetrators often use their formal (by organizational rank) or informal power to state the obviously opposite perception about technically skilled targets. Though this defies reality, they convince organizational allies to believe them and not targets,” says WBI. “In simplest form, it becomes a ‘he said, he said’ deadlock.”
  • Manipulation. “Most bullies who are bosses rely on support from higher up to add weight to their side. The shrewdest perpetrators use ingratiation over many years to convince their executive sponsors (their enablers) that they, the bullies, are indispensable,” explains WBI. “Further, if and when they are described as abusive or destructive by one or more targets in the future, the executive will defend her or his ‘indispensable’ perp by ignoring the target’s portrayal of a friend and colleague.”
  • Mobbing. In situations where targets have multiple perpetrators and who are coworkers, several individuals who provide accounts of alleged bullying incidents simply outnumber the target. Mobs also deprive the target “of the chance to have her or his story corroborated by coworkers. Though few coworkers ever step up to offer support to targets, some do. When coworkers are the bullies, the potential source of support is lost. Gullible investigators (typically working inside the organization for another department) will have their judgment swayed by many against one and believe the tale that many tell even if those versions are not true,” says WBI.

“Conditions are not favorable when targets report the facts about what they have experienced at the hands of the favored perpetrator. After all, targets do bring negative news about people who typically outrank them,” adds WBI.

When targets aren’t believed
Studies show it’s honesty and integrity that often put a bullseye on a targets’ backs. “Such moral individuals are primed to experience letdowns and disappointments when organizations given equal or more credence to abusers and their supporters. The feeling is betrayal and injustice. There is a profound unfairness when lies routinely trump the truth,” explains WBI. Feeling injusticed often goes with feeling powerless.

In a 2014 poll, WBI found that “91 percent of targets are not believed when they describe their bullying experiences.” Like many cases of domestic violence and sexual harassment, we’re not believing recipients of abuse, despite the fact that perpetrators are more motivated to lie through performance appraisals over time.

“Exposing one’s vulnerability, shame, and humiliation (i.e. being emotionally wounded, depressed, spending weekends in bed, strained relationships with spouses or partners) is not the material on which lies are built. In some cases, disbelief of targets is couched in the benign sounding line ‘there are two sides to every story.’ At other times, the target is straightforwardly accused of lying. In 18 percent of cases, the disbelief is based on the notion that the conduct described is too outrageous to be believed,” says WBI.

“Perpetrators hiding behind closed doors think ahead. They want deniability. And when a power imbalance is present, the manager is the one believed while the target is not. To not be believed is an insult. It impugns the integrity of the person not believed. Insult added to the stress-related health injuries from suffering abuse at work,” explains WBI.


  1. toriiannbottomley

    Tragically true. In the end it comes down to character assassination. Titles are given unfounded weight, as are numbers; principal is believed over a teacher; 20 false negative statements of character are believed over 10 glowing ones. And if that is not enough …. there is the new “it career” of the bully nation, the PR firm that basically is a computer hacker. All my social media accounts have been hacked and recently bogus, defaming youtube videos have been uploaded with my name tagged or in the title. Negative online articles, posts, blogs about the bully are scrubbed.

  2. jnash56

    So true. No action was taken when I reported multiple violations, including alcohol consumption on the job, discourtesy, work interference, sabotage, excessive profanity and so much more. It is weak and ineffective oversight that allows such unprofessional, unethical and uncivilized conduct that creates a toxic working environment, causing good employees to resign. Organizations lose with a bully on the payroll.

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