By Maria Namhindo and Pennina Shilongo
Is your boss making your work life miserable? Or are you surrounded by a team of seasoned bullies? If so, you’re definitely not alone.
In fact, research shows that a staggering 70% of junior employees have faced bullying from senior staff. So, what’s this behaviour about and what is behind it? What effects does it have, and can anything be done about it? Let’s explore how you, as an employee, and your organization can tackle this issue.
Bullying in 2024, really?
Many employees have faced workplace bullying. Believe it or not, toxic individuals sometimes receive protection from senior management, leaving victims in unpleasant situations where the whistleblower becomes the target.
In Namibia and beyond, bullying is a silent epidemic plaguing many organizations. Too often, employees suffer in silence, fearing retaliation or believing their voices will go unheard. This unacceptable behaviour from senior staff is all too common, yet many feel trapped in a relentless cycle of abuse without support.
When organisations turn a blind eye, they not only endorse a toxic atmosphere but also push employees to take matters into their own hands, escalating conflicts and undermining professionalism. This pervasive silence cultivates a culture of disrespect. It further highlights the urgent need for management to adopt strong anti-bullying policies.
What fuels office bullying?
Working for a toxic company or boss feels like constantly walking on eggshells. Your value is questioned, you second guess every communication and interaction, and everyday feels like a battle for mental and emotional survival. Bullies are usually considered as weak people, hence they target people that they consider threatening in any environment and then they bring those individuals down, so that they can appear as powerful.
If you take a deep look into it, you’ll realise that bullying is really a reflection of personal inadequacies and perhaps aspirations. It can be from simple things, e.g. your likeability may be a problem as bullies want to be the centre of attention, whereby your ability to get into a space and command attention because of your articulated presence is a problem for a bully because they want that. Your excellent presentation skills can be a problem because they want that for themselves. It comes down to low self-esteem, and in most cases, bullies have that quality.
Can it be addressed?
In the hustle and bustle of work life, bullying can often show up in sneaky ways, like not being invited to team meetings that are in your direct line or keeping you in the dark about important project updates and many others. This kind of behaviour can hurt your chances of success and damage the team’s vibe. To keep things positive and protect your reputation, it’s important to keep a record of these moments and speak up before the situation gets out of hand.
Often, when management is unwilling to address problems, the simplest solution seems to be finding new employment. However, with Namibia’s unemployment rate currently at around 33%, this is not as straightforward as it may appear. Furthermore, employees are frequently expected to endure bullying and endure disciplinary hearings to protect senior staff members, even in cases where clear evidence exists.
To promote balanced mental health for all employees, including both aggressors and recipients, organizations must cultivate a culture of respect and inclusivity. This can be achieved by refining the company code of ethics to clearly outline punishments for specific offences. Additionally, providing mental health resources such as counselling services (through the BeFree Programme by the One Economy Foundation and others) and wellness programs is crucial for supporting employee well-being.
Promoting work-life balance through flexible schedules and adequate time off can also alleviate stress and enhance productivity. If the global pandemic (Covid-19) has taught us anything, it is that productivity can improve when working from home, thus, promoting a hybrid work culture for all employees could be beneficial.
Conclusion
The effects of this bullying are not just immediately distressing, they can also lead to long-lasting mental health problems, like the “d” word we often self-diagnose ourselves with. I certainly wouldn’t wish workplace bullying on anyone, but if you happen to end up in that unfortunate situation, make sure to keep this article handy!
Maria Namhindo is an Economist and Investment Analyst. She holds a Master’s in Intellectual Property, and a Master’s in Corporate Finance and Investment. She can be reached at marianamhindo@gmail.com
Pennina Shilongo is an International Civil Servant, who holds a Master’s in International Relations & Economic Diplomacy, and is a PhD Candidate in International Relations. She can be reached at natjie.shilongo@gmail.com
The views expressed are their own.
