December 12, 2024

The office power struggle: Managing colleagues who play unofficial boss

Bullying in the workplace is a problem that is more common than one may expect. Office bullies create a toxic environment and cause significant stress for their targets or the broader office community.

However, it is not always easy to identify certain behaviours as bullying, especially when they are subtle and veiled behind professional facades.

“An attitude where a colleague adopts a sense of self-importance and unofficial authority can sometimes cross into the realm of adult office bullying. Individuals with this mindset often feel entitled to monitor, correct or control the actions of their peers, even when they lack the formal authority to do so,” says Peter Kriel, general manager at The Independent Institute of Education, South Africa’s leading private higher education provider.

He says this self-imposed hierarchy can lead to behaviours that undermine the autonomy, confidence and contributions of colleagues. The person may criticise, belittle or ‘advise’ under the guise of support, but the effect is often to enforce their own dominance and diminish others’ value within the team.

“Such attitudes can be harmful even when unconscious, as the underlying implication is that their peers are less competent or need guidance. Over time, this approach erodes trust and morale, creating an environment where others feel disempowered, stressed and undervalued, which aligns with forms of workplace bullying,” says Kriel.

Bona fide behaviour or bullying?

Kriel says the following scenarios can provide clarity about whether a colleague’s behaviour is legitimately intended as support or guidance, or whether it has crossed over into bullying:

Bullies frequently target others to diminish their credibility, which can include criticising, questioning decisions or making others seem incompetent. They may ‘sabotage’ work by withholding information or resources, setting their targets up to fail.

Office bullies often manipulate situations to their advantage. They may take credit for others’ work, spread rumours or even lie to tarnish someone’s reputation. This behaviour serves to isolate their target and create doubt in the minds of colleagues.

When bullies hold a position of power, they may misuse it to control others. They may micromanage excessively, impose unrealistic expectations or demand work at a moment’s notice to instil a sense of fear and inferiority.

Some bullies portray themselves as victims, justifying their actions by saying they are defending themselves or the organisation. They may suggest their target is untrustworthy, lazy or hostile, painting a picture that shifts sympathy toward themselves and away from the true victim.

Verbal abuse, sarcasm, belittling and even silent treatment can be common tactics. Although physical intimidation is rare, office bullies may use non-verbal cues like glares, sighs or dismissive gestures, and even constant correction to intimidate others subtly.

A bully may engage in gaslighting, where they make the target question their own judgment and sanity. They may downplay their actions or suggest the target is overreacting, leading to self-doubt in the target and confusion about the legitimacy of their concerns.

“Since bullying is simply wrong and, in many instances, explicitly prohibited in company policies, it is essential to address the behaviour constructively and assertively. Doing so would include documenting incidents, setting firm boundaries, seeking support and escalating the matter to senior management. There are also many online resources that can guide you once you have identified you are a victim of bullying,” says Kriel.

“But the first step toward addressing problematic behaviour is to be sure about what you are experiencing and being able to label it. If you are clear that you are not being over-sensitive or overreacting, but that you are in fact the target of a bully, you can start putting in place strategies to address and resolve the issue.”

Image credit: Yan Krukau/Pexels

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