PowerPoint Presentation

WORKPLACEBullyingDr. Paul Marciano & Darlene RasmussenNJOD Annual Sharing Day 20121

Bullying in the News/Books on Amazon (over 100)21,000,000+ Google Results when searching for Workplace Bullying3What does bullying mean to you?(Share examples)

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DefiningBullying5A persistent pattern of behaviors that threaten, intimidate, degrade, undermine, embarrass, or humiliate another and have an adverse impact on anothers emotional and psychological well-being.Bullying is all over the news6Sample BehaviorsYellingInsulting remarksIgnoring/ExcludingInappropriate non-verbal behavior, e.g., staring, pointingSpreading malicious rumors or gossipApplying different policies, procedures, or standards7Sample BehaviorsImposing unreasonable or inappropriate work demandsUnduly criticizing work performance Making false accusationsStealing credit for anothers workDenying training & resources for successUninvited invasion of office space & scrutiny of e-mailsInterfering with others work

8Bullying is defined differently in different workplace environments

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BullyTHEhttp://www.bullyfreeatwork.com/blog/10Bulliesdont know they bully.Bullies often 11BulliesBehavior often based on prior role models12BulliesAnd lack of education about how to motivate employees and deal with corrective action13

Bullying is tolerated within the organizational culture14

Bullies are negatively reinforced for their behavior15Did you know?

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35%of the US workforce has e experienced bullying firsthand17

of the US workforce has witnessed someone being bullied15%1850% 75 million people have experienced or witnessed bullying19

1 out of 3 women have been bulliedhttp://thehiringsite.careerbuilder.com/2011/04/20/workplace-bullying-and-your-employees-what-can-you-do/20

Bullying is all over the news21

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29% of workers 55 years of age or older have been bulliedhttp://thehiringsite.careerbuilder.com/2011/04/20/workplace-bullying-and-your-employees-what-can-you-do/23Bullying is 4x more prevalent than sexual harassment

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bullied employees report

more job stress, less job commitment, higher levels of anger greater anxiety

than sexually harassed employees.

25Why is workplace bullyingmore frequent and potentially damaging than sexual harassment? Underreporting

One example of how bullying was not considered as a risk issue in the CIT case involved how an employee appeared to be paid to withdraw a complaint. An employee who had complained about bullying was given a termination package, which was conditional the complaint being dropped.26

THEVictimThe Consequences of Workplace Bullyinghttp://www.bullyfreeatwork.com/blog/27

DenialThere is nothing (really) wrong.It will be okay the bully was nice to me today.The bullying will stop.I can handle this.http://www.bullyfreeatwork.com/blog/28

FearIll be ostracized. No one will believe me. I might get fired.I will be humiliated.The bullying will get worse.http://www.bullyfreeatwork.com/blog/29Psychological-Emotional Consequences Stress & AnxietyDepressionReduced Internal Locus of ControlLower Self-Esteem & Self-EfficacyShame & GuiltHelplessnessAnger & AggressionSuicidal Behavior30

SuicideIn the summer of 2010, University of Virginia employee, Kevin Morrissy committed suicide due, in part, to repeated bullying by his boss, Ted Genoways, editor of the Virginia Quarterly Review.Family members and people close to the review say Mr. Morrissey complained repeatedly to university administrators about workplace bullying by his boss, Ted Genoways. But, they contend, the institution did virtually nothing to help. "Kevin had been to the university as recently as the Monday before the Friday he died," says a person who worked for the review. "The university had tools to step in and mediate, and they didn't." According to journal employee Waldo Jaquith, Teds treatment of Kevin in the last two weeks of his life was just egregious, and it just ate Kevin up. The case has been embraced as a textbook example of a managers verbal and psychological abuse of an employee. No charges were filed.31

Bullying activates the sympathetic nervous system that releases hormones that interfere with functioning of prefrontal cortex which is responsible for executive functioning.The Role of the Nervous System The autonomic nervous system (ANS) is a vast network of nerves reaching out from the spinal cord, directly affecting every organ in the body. It has two branches, the sympathetic and the parasympathetic, which have opposite effects.The sympathetic ANS helps us deal with stressful situations by initiating a fight or flight reaction. After the danger has passed, the parasympathetic ANS takes over, decreasing heartbeat and relaxing blood vessels.In healthy people, the two branches of the ANS maintain a balance action followed by relaxation. Unfortunately many peoples sympathetic ANS stays on guard, making them unable to relax and let the parasympathetic system take over. If this situation becomes chronic, a whole variety of stress-related symptoms and illnesses can follow. Mind and body are inextricably linked and the interaction between them can produce physical changes. Our brain notices a stressor, a physical reaction is triggered, and the reaction can lead to further emotional reactions and mental and physical damage. Some problems such as headaches and muscle tension are often directly caused by the bodily responses that accompany stress. Many other disorders, some say most, are aggravated by stress.The human body is designed to withstand occasional extreme stress, so can survive quite a lot of pressure. Its important to remember that most negative symptoms can be corrected if you take action. And theres a lot of help available. If you are at all worried, do not delay in getting expert advice your peace of mind is worth the effort. The problem will most likely not go away and the worst thing you can do is ignore it.If you do develop a stress-related illness, at least you will have become familiar with your individual weak point, and will be able to keep a close eye on it. If similar symptoms creep back, take them very seriously as a warning. Take a close look at your current situation and ease off the pressure wherever possible. Most of the problems below arent life-threatening, and controlling your stress levels will help keep them at bay.Bullying activates the sympathetic nervous system that release hormones that interfere with functioning of prefrontal cortex which is responsible for executive functioning, including: problem solving decision making attention consequences of behavior working toward a defined goal ability to suppress urges32Physical HealthHeadachesNauseaChest PainCardiovascular DiseaseImmune System ProblemsHigh Blood PressureDiabetesWeight Gain/LossFatigue33Surveys suggest bullying is responsible for 30 to 50% of all stress related illnesses in the workplace.

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Impact on Team Members (and witnesses)

Shutdown in behaviorSocial isolationAlign with the bully Act aggressively toward targeted employeeImpact on Team Members (and witnesses)Shutdown in behaviorDistance themselves from target leading to social isolationAlign with the bully Act aggressively toward targeted employee35WORKPLACEThe Organizational CostBullying36It is estimated that 18 million working days per year are lost through the effects of workplace bullying in the UK alone.37

Employees who are bullied spend over 50% of their time at workhttp://thrdblog.blogspot.com/2011/04/three-good-reasons-for-anti-bullying.html

http://www.thepeoplebottomline.com/bullying.html

Employees who are bullied spend more than 50% of their time at work defending themselves, networking for support, thinking about the situation, being demotivated and stressed, let alone absences due to stress-related illnesses.

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defending themselves,networking for support, thinking about the situation, and being demotivated and stressedhttp://thrdblog.blogspot.com/2011/04/three-good-reasons-for-anti-bullying.html

http://www.thepeoplebottomline.com/bullying.html

Employees who are bullied spend more than 50% of their time at work defending themselves, networking for support, thinking about the situation, being demotivated and stressed, let alone absences due to stress-related illnesses.

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Economic Impact Decreased . . .Productivity Discretionary effortWork qualitySafety

Increased . . . TurnoverAbsenteeismDisability claimsCost of bullying to organizationIn 2005 two employees share $1.4 million settlement against CUNY. The two plaintiffs were humiliated, demoted, subject to careerthreatening decisions. They were bullied by the perpetrator.In 2001, Joe Doescher sued Cardiologist Dr Dan Raess for damages after he left his job due to emotional distress. Raess assaulted Doescher and charged with clinched fist. Jury awarded $325,000 in what is considered the first US bully trial concluded 2008.

4018% of disability claims were based on psychological distress attributed to workplace bullying leading to41an average of 159missed days of workwhich equals tremendous loss of productivity.

42Bullying costs organizations billions of dollars a year in lost productivity, turnover, and litigation.which equals tremendous loss of productivity.

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In 2001, jury awarded plaintiff $325,000 for emotional distress.

In 2005, two employees shared $1.4 million settlement against CUNY. In 2001, Joe Doescher sued Cardiologist Dr Dan Raess for damages after he left his job due to emotional distress. Raess assaulted Doescher and charged with clinched fist. Jury awarded $325,000 in what is considered the first US bully trial concluded 2008.44

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Bullying BanCanadian & European countries are much further ahead when it comes to anti-bullying laws. 47Protection from Harassment Act

Majrowksi v Guys and St. Thomass NHS Trust (1996/2005)

Britains highest court, the House of Lords, held that an employer is vicariously liable for one employee's harassment of anotherMajrowski, 45, claims he was harassed by his line manager for about 18 months, from November 1996, when he was an audit co-ordinator for Guy's and St Thomas's NHS Trust. He says she was excessively critical of and strict about his time-keeping and his work; isolated him by refusing to talk to him and treated him differently and unfavourably compared with other staff; was rude and abusive to him in front of others; and imposed unrealistic targets for his performance, threatening him with disciplinary action if he failed to achieve them. She was suspended and, after an internal investigation which found he had been subjected to homophobic harassment, she was allowed to resign. 48

Where we are now with workplace bullying is where we were with sexual harassment maybe 15 years ago before we had key court cases, before we had the major Anita Hill blow-up.

~Suzy Fox, Loyola University 49

21 states have introduced some version of anti-bullying legislation called The Healthy Workplace Bill.

Current status can be found at the Healthy Workplace Campaign website. Sign up. Get involved in your state.

http://www.healthyworkplacebill.org/50

51Healthy Workplace BillIn the summer of 2010, University of Virginia employee, Kevin Morrissy committed suicide due, in part, to repeated bullying by his boss, Ted Genoways, editor of the Virginia Quarterly Review.Family members and people close to the review say Mr. Morrissey complained repeatedly to university administrators about workplace bullying by his boss, Ted Genoways. But, they contend, the institution did virtually nothing to help. "Kevin had been to the university as recently as the Monday before the Friday he died," says a person who worked for the review. "The university had tools to step in and mediate, and they didn't." According to journal employee Waldo Jaquith, Teds treatment of Kevin in the last two weeks of his life was just egregious, and it just ate Kevin up. The case has been embraced as a textbook example of a managers verbal and psychological abuse of an employee. No charges were filed.52What the HWB Does for EmployersDefines an abusive work environmentSets a high standard for misconductRequires proof of health harm by licensed health or mental health professionalsProtects conscientious employers from vicarious liability risk when correction and prevention mechanisms are in effectGives employers the reason to terminate or sanction offendersWhat the HWB Does for Employers

Precisely defines an "abusive work environment" -- it is a high standard for misconductRequires proof of health harm by licensed health or mental health professionalsProtects conscientious employers from vicarious liability risk when internal correction and prevention mechanisms are in effectGives employers the reason to terminate or sanction offendersRequires plaintiffs to use private attorneysPlugs the gaps in current state and federal civil rights protections

53What the HWB Does for EmployersGives employers the reason to terminate or sanction offendersRequires plaintiffs to use private attorneysPlugs the gaps in current state and federal civil rights protectionsProvides an avenue for legal redress for health harming cruelty at workAllows you to sue the bully as an individualSeeks restoration of lost wages and benefitsWhat the HWB Does for Employers

Precisely defines an "abusive work environment" -- it is a high standard for misconductRequires proof of health harm by licensed health or mental health professionalsProtects conscientious employers from vicarious liability risk when internal correction and prevention mechanisms are in effectGives employers the reason to terminate or sanction offendersRequires plaintiffs to use private attorneysPlugs the gaps in current state and federal civil rights protections

54What the HWB DOES NOT DO for EmployersInvolve state agencies to enforce any provisions of the lawIncur costs for adopting statesRequire plaintiffs to be members of protected status groups (it is status-blind)Use the term workplace bullying55Status of bill in New Jersey Legislature Awaiting committee hearingJan. 10, 2012 - Senator Greenstein introduced the Healthy Workplace Bill in the NJ Senate as S 333. Established as The Healthy Workplace Act, S 333 was referred to the Senate Labor Committee. Committee members and chairpersons are not yet named for the new 2012-13 legislative session. Note: New Jerseys 2-year legislative calendar runs from Jan. 2012 to Dec. 2013.56CYBER-The Digital AgeBullying57Bullying has entered the digital age.

http://www.fastcompany.com/blog/saabira-chaudhuri/itinerant-mind/cyber-bullying-its-not-about-sticks-and-stones58

In the past, bullying would have been whispered, shouted or passed around. http://www.fastcompany.com/blog/saabira-chaudhuri/itinerant-mind/cyber-bullying-its-not-about-sticks-and-stones59Now, with the Internet a bully can share a photo, video or conversation with hundreds, even millions

http://www.cioinsight.com/c/a/Latest-News/Workplace-Bullying-Recognize-and-Prevent-It-884670/Kevin Morrisey, the 52-year-old managing editor of the award-winning Virginia Quarterly Review, walked to a nearby area of the University of Virginia campus on July 30, 2010, and shot himself in the head. According to an ABC News report, 18 calls were made to appropriate officials to report that Morrisey was the target of workplace bullying and was seeking protection from his employer. The report alleges that the university may not have responded in a timely manner to the employees plea for help.Morriseys suicide is only one of many workplace shootings that result from bullying. In fact, the growing epidemic of workplace bullying has been featured in a recent documentary entitled, Murder by Proxy, released in parts of the U.S. and Canada.60with the click of a button

Identifying cyber bullies has proven difficult for employers, the speakers said.So many of the cyber bullies have the benefit of being anonymous, which compounds the issue because hurtful statements can be publicized to millions of people and cause even greater damage, said Brenda H. Feis, partner at law firm Stowell & Friedman Ltd. in Chicago.Also, cyber bullying has a mob mentality to it, said Thomas P. Hams, managing director and national employment practices liability insurance practice leader in Aon Risk Services financial services group in Chicago.An innocuous post on a social networking site can quickly snowball to cyber bullying as others add their comments, Mr. Hams said. So whos responsible? he asked audience members.Identifying whether cyber bullying is taking place is a challenging and subtle process, Mr. Rawitz said. Key indicators include high employee turnover, lost productivity and increased leaves of absence, among others.From a risk management point of view, employers can establish policies in employee handbooks, create procedures within human resources departments to handle complaints and promote employee awareness of cyber bullying through training, Mr. Rawitz said.61

CyberBullying ExamplesMalicious/threatening emails/text Emails that feature offensive images, jokes, comments, etc.Emails correcting an individual that are copied to a groupMalicious comments about an individual posted on the InternetSharing embarrassing images or videos of an individualExamples of cyberbullying include: Malicious or threatening emails or SMS communications to an individuals phone or email address Electronic communications that feature offensive content such as explicit images or jokes/comments about ethnicity, religion or sexual preference Electronic communications aimed at correcting or providing feedback to an individual that are copied to a group with the effect of publicly shaming or demeaning the individual Malicious or threatening comments about an individual posted on blogs or social networking sites Sharing embarrassing, offensive or manipulated images or videos of an individual Screen savers or desktop backgrounds featuring offensive contentPaul L. Marciano, Ph.D.62ORGANIZATIONALCultureDetermines what attitudes and behaviors are tolerated and even encouraged.http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

Stories told by organizational members convey values and history, while solidifying bonds betweenemployees and the organization; unless of course the stories are about punishment, gossip, micromanagersand high stress environments. Rites and rituals, or traditions, lie in everyday organizational life and bringcultural ideology to the surface through occurrences such as Friday morning round tables where ideas maybe openly shared. An informal organizational structure where subordinates can speak freely may be acatalyst for innovation, for example, while a bureaucratic one that emphasizes rules and policies may causecommunication bottlenecks, stomp out free thinking and of course foster opportunities to bully others.Bullying may seem permitted or natural to insiders in environments where establishing a pecking order orpicking on a low performing team member is normal. Negative behaviors can also flourish in a workenvironment where a laissez-faire style of leadership or high internal competition exists; or whenmanagement fails to notice, chooses to ignore, or even participates in such behavior. These culturalmishaps not only foster opportunities to reward or ignore bullying, but also create a general acceptance ofnegativity - making it part of the organizational culture. Ambiguity in job responsibilities, roles and goals,and pertinent information contributing to an individuals effectiveness can also feed into micro-politics, oremployees taking it upon themselves to close informational gaps left open by the organization, perhapswith abusive measures.63Bank of New York Mellon Corp.Through our code of conduct, we outline a work environment that is free from discrimination, harassment, intimidation or bullying of any kind, as those types of behavior are inconsistent with our values. ~Carl Melella, head of employee relations

64A fundamental shift in culture has to happen in order to get companies to recognize that bullying is bad for business. How Can I Get Rid of Them?If you are in a company where you are in a position to get rid of workplace bullies, it is in the best financial interest of the company for you to do so. Bullies may be top performers, but they discourage other employees from doing well because they dont want to share or lose the spotlight. The employees that you dont lose will purposely try to avoid outshining the bully so that they dont receive the bullying treatment.

65CASEStudyHow Can I Get Rid of Them?If you are in a company where you are in a position to get rid of workplace bullies, it is in the best financial interest of the company for you to do so. Bullies may be top performers, but they discourage other employees from doing well because they dont want to share or lose the spotlight. The employees that you dont lose will purposely try to avoid outshining the bully so that they dont receive the bullying treatment.

66BULLY-FREE12 Steps to Deal with BullyingWorkplace67

Develop a clear statement of organization values including, most prominently, respect1) Respect: Antidote to Bullying68Establish and implement a zero-tolerance anti-bullying prevention policy2) General Policy

Establish an anti-bullying policy included as part of existing anti-discrimination and harassment documents. Provide specific examples of bullying behaviors that will not be tolerated.

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

An anti-workplace bully prevention policy must be implemented and include managements commitmentto a healthy workplace, a definition of bullying, responsibilities for maintaining the policy, training, and aformal grievance procedure. The policy should also stress the importance of written documentation fromall parties involved in any complaints; including target(s), bullies, witnesses and investigators. Of course, thepolicy is only as effective as managements commitment to it.69Add a cyberbulling section to your company policyProvide training for staff and management in dealing with cyberbullingGive concrete examples of what constitutes cyberbullyingEmphasize that employees dont write anything they wouldnt say in personRemind staff that anything posted on the internet is there foreverConsider blocking access to Social Networking sites at work3) Cyber Policy

Establish an anti-bullying policy included as part of existing anti-discrimination and harassment documents. Provide specific examples of bullying behaviors that will not be tolerated.

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

An anti-workplace bully prevention policy must be implemented and include managements commitmentto a healthy workplace, a definition of bullying, responsibilities for maintaining the policy, training, and aformal grievance procedure. The policy should also stress the importance of written documentation fromall parties involved in any complaints; including target(s), bullies, witnesses and investigators. Of course, thepolicy is only as effective as managements commitment to it.70During onboarding, be clear about your companys non-bullying culture and policies4) Onboarding

71Add an anti-bullying component to existing discrimination and harassment training5) Training

Add an anti-bullying component to existing discrimination and harassment training

Establish a code of conduct

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

Establish training programs for all levels to occur during new hire training and at scheduled intervalsthereafter. At the very least, training should remind employees and managers that they have aresponsibility to contribute to achieving a healthy and civil work environment that does not toleratebullying.

Training could also include all sorts of other skills such as conflict resolution, negotiation, interpersonalcommunication, assertiveness, empathy, stress management, leadership, optimism and self-examination.These are valuable skills that promote a healthy workplace. Expectations regarding proficiency in theseareas should be tied to performance and career advancement and show up in employee goals and awardsprograms.

72Educate staff on how to identify the characteristics and behaviors of a bully6) Educate

4. Create a mechanism to identify those engaged in bullying behavior

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

Traditionally, employee reviews put managers into the position of high-powered judges, ostensibly tellingemployees if their work met company goals or not. The reviews trickle down from up above, with eachperson receiving a review from somebody higher than them. But raters may be careless or use appraisalsfor political reasons, and managers may vary in leniency and strictness leading relatively equal employeesto receive vastly different marks. Of course, traditional reviews also provide the tyrannical manager acorporate-approved tool with which to keep pay and promotional opportunities repressed.360 reviews provide each and every organizational member with reviews from everyone they work withincluding peers, managers, and subordinates; providing an avenue for managers to learn from the peoplethey direct, rather than only those who direct them. Generally 360 reviews receive high employeeinvolvement, have the strongest impact on behavior and performance, and greatly increase effectiveinternal communication.

73Roll out an anti-bullying internal marketingcampaign7) Marketing

Roll out an internal marketing campaignto let customers and vendors know that bullying is not tolerated74Expect leaders to walk the talk and serve as positive role models8) Leading

5. Leaders must serve as role models75Give employees a forum to speak freelyand communicate a company-wide whistle blower policy9) Whistle blower

6. Articulate and communicate a company wide whistle-blower policyLeaders must guarantee a zero tolerance policy when it comes to any possible retribution11. Have HR create a clear process for reporting bullying behavior directed at oneself or othersIt may be necessary to litigate from the outside. According to the same 2008 survey by WBI, only 1.7% of the complaints against a bully concluded in a result that was satisfactory to the complaining employee that ensured their safety, while 31% resulted in retaliation against the target by the company. Complaining will result in retaliation from the bully in 71% of the cases.

76Establish and communicate a clear disciplinary process10) Consequences

7. A clear disciplinary process must be established and communicated regarding bullying and applied equally across all employees and organizational leaders.77Take grievances seriously and investigate them immediately11) Investigate

Take grievances seriously; investigate them immediately

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

When a grievance is filed, the complaining individual should present written documentation and precisedetails of each incident of bullying. This could include saved memos and emails, a factual journal of thebehaviors including dates, times and witnesses, and if possible, written collaboration from witnesses. Thecomplainant should be assured support and advised of the aims of the investigation and a likely time framefor resolution. The person complained against should be notified in writing that an allegation of bullying hasbeen made against him or her and guaranteed presumption of innocence until proven otherwise.Just like in any sexual harassment grievance, a thorough and objective investigation should occurimmediately and be documented in writing. Be consistent in following the appropriate disciplinaryprocedures as laid out in the policy.

78Allows individuals to feel safe in reporting incidents and can help confirm behavior12) Anonymous 360

Take grievances seriously; investigate them immediately

http://noworkplacebullies.com/yahoo_site_admin/assets/docs/7_Steps_HR_Times.36115953.pdf

When a grievance is filed, the complaining individual should present written documentation and precisedetails of each incident of bullying. This could include saved memos and emails, a factual journal of thebehaviors including dates, times and witnesses, and if possible, written collaboration from witnesses. Thecomplainant should be assured support and advised of the aims of the investigation and a likely time framefor resolution. The person complained against should be notified in writing that an allegation of bullying hasbeen made against him or her and guaranteed presumption of innocence until proven otherwise.Just like in any sexual harassment grievance, a thorough and objective investigation should occurimmediately and be documented in writing. Be consistent in following the appropriate disciplinaryprocedures as laid out in the policy.

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80Admit that you are being bulliedSeek support from colleagues, friends and family membersGet professional help - legal representation and mental health professionalKeep a diary detailing the nature of the bullying and gather supporting evidence (paper trails, emails, voice mails, etc.)Include a witness when meeting with a bullyReport aggressive behavior to HRFollow policy and procedure but know when its time to move onWhat Can a Victim Do?

Take action by: Keeping a diary detailing the nature of the bullying (e.g., dates, times, places, what was said or done and who was present); and Obtaining copies of harassing / bullying paper trails; hold onto copies of documents that contradict the bullys accusations against you (e.g., time sheets, audit reports, etc.).Other actions: Expect the bully to deny and perhaps misconstrue your accusations; have a witness with you during any meetings with the bully; report the behavior to an appropriate person. Contact the Washington State Employee Assistance Program, (http://www.dop.wa.gov/Employees/EmployeeAssistanceProgram/) for guidance on dealing with the issue.81Sample PolicyHow Can I Get Rid of Them?If you are in a company where you are in a position to get rid of workplace bullies, it is in the best financial interest of the company for you to do so. Bullies may be top performers, but they discourage other employees from doing well because they dont want to share or lose the spotlight. The employees that you dont lose will purposely try to avoid outshining the bully so that they dont receive the bullying treatment.

82Contact:

Dr. Paul Marcianopaul@paulmarciano.com www.paulmarciano.comHow Can I Get Rid of Them?If you are in a company where you are in a position to get rid of workplace bullies, it is in the best financial interest of the company for you to do so. Bullies may be top performers, but they discourage other employees from doing well because they dont want to share or lose the spotlight. The employees that you dont lose will purposely try to avoid outshining the bully so that they dont receive the bullying treatment.

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