This topic is receiving increased attention today for a few reasons. First, 26 states in the US have reviewed or are reviewing legislation to make serious, targeted bullying a statutory crime. Second, increasingly research shows the productivity cost to work teams bothered by these distractions. Third, studies also show that positive culture and employee engagement together, are correlated with increased financial success — these employees disrupt an employer’s efforts to fully engage their workforce. Finally, studies show that employees treat customers the way they are treated by supervisors and coworkers.
Let’s look at the cost
- Distracted employees: employees who are concerned about the negative social tactics bullies use on them do not concentrate on work. They talk to other victims; they strategies how to stay out of the cross-hairs; they look for work elsewhere. They do this every day when the bully is at work. There are various studies on this but assume that employees working in the same unit as the bully spend 20% of their day on these matters. Multiply their salaries and benefits by 20% and then by the number of work days in a year.
- Sabotage of work process: a fairly common tactic applied by toxic employees is withholding information from those who have fallen from favor. Perhaps a coworker has complained about them to the boss. Toxic employees who are responsible for distributing key information to others have the power to withhold that information as punishment. This slowed-down production costs you.
- Lost sales and revenue opportunities: distracted employees don’t make sales and employees who are treated badly often apply that treatment to your customers. Let’s say this has only a small effect – five percent applied to annual sales.
- Increased absenteeism: employees subjected to social isolation and other workplace abuse are more likely to be absent from work than peers in an otherwise healthy workplace. Take another ten percent of annual payroll for workers in the effected department.
- Long term health costs: workers subjected to bullying tactics are sick more often. They suffer physical symptoms of stomach and digestive distress, high blood-pressure, and body aches. Then there are emotional symptoms like lack of energy associated with depression. Eventually, medical claims will increase which, depending on the size of your company, may effect your claims experience rating. Increased premiums for you and your employees!
- Reputation costs: Companies develop reputations both in their local communities and now in a wider, Internet-based community. A company’s negative reputation builds gradually. Over time, toxic employees target all the employees you want to retain. They go after employees they can’t manipulate like: high performers, workers with high ethics, and workers who don’t want to see friends victimized. People who are comfortable with a negative environment stay and those who are looking for a pro-social environment leave. The longer this goes on, the worse the overall atmosphere will get. It’s difficult to put a specific price on this dynamic but it sounds bad, doesn’t it?
- Negligent retention costs: Employers who ignore bullies and toxic employees are much more likely to be sued. Sooner or later the bully targets the wrong employee. Perhaps it’s an older person in a workplace filled with young people? What if their targets tend to be women? What if it’s the one gay employee whose “out” in your workplace. Emotionally injured and disgruntled employees sue. Even if they don’t prevail, lawsuits are a significant distraction to all involved. While not all employees whose rights are violated hire an attorney, the idea is to prevent this abusive and unnecessary behavior and engage the diversity of employees in a positive, healthy environment.
It’s worth the effort
There is so much to be gained by having a workplace of respect and collaboration. While it’s not easy to address a well-entrenched negative employee, it can be done. Employers need to articulate a positive standard of behavior; intervene when employees clearly violate this standard; and support the employees around the offender and help them set better boundaries. Finally, intervene swiftly and decisively when a bully retaliates against someone they think has spoken up against them. It will be difficult for you but it will clearly pay off in the end.
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