Bad boss or workplace bully? Telling the difference is key

Workplace bullying and demanding management styles often intertwine, leading to confusion for employees and human resources practitioners. Distinguishing between the two is crucial, as it directly impacts how issues are addressed within an organization. According to Kovini Moodley of Boss Brains South Africa, the key difference lies in the focus of criticism.

A demanding manager targets the work, providing constructive feedback that improves performance, while a bully focuses on the individual, demoralizing and demeaning them through their actions. The line is not about intensity but the pattern of behavior.

Moodley highlights three key tests to identify workplace bullying. Firstly, a legitimate manager applies the same standards to everyone equally, while a bully targets specific individuals. Secondly, demanding managers maintain consistent behavior in various settings, while bullying often occurs in private or when no record is kept.

Lastly, after a difficult interaction, constructive criticism from a demanding manager clarifies what needs improvement, whereas a bully leaves the employee confused and unsure of what went wrong.

Other warning signs include constant changes to performance targets, deliberate manipulation of work assignments, exclusion from meetings or communication channels, and sudden performance concerns after an employee has asserted a boundary or complained. Moodley emphasizes that bullying should not be judged based on a single incident, but rather on a pattern of behavior over time.