At Think Wow, we’ve always believed that creating exceptional customer experiences starts with taking care of your people. That’s not just a nice-to-have. It’s business-critical.
Happy, healthy employees don’t just perform better – they show up more fully, innovate more freely, and collaborate more effectively. And in 2025, where jobseekers care just as much about your culture as they do about your salary package, how you treat your people behind the scenes has become one of the biggest indicators of whether someone will apply to work with you (or quietly close that tab).
We’ve worked with businesses of all shapes and sizes over the years, and one issue that sadly still comes up more than it should is workplace bullying.
It’s uncomfortable. It’s often subtle. It can even be unintentional – And it’s not always easy to spot, especially in a world where many of us now work remotely.
But just because it’s hard to detect doesn’t mean we should shy away from tackling it head-on. In fact, that’s exactly why we need to be braver and more proactive. Bullying at work is unacceptable, and allowing it to continue is damaging in so many ways.
Why a Bully-Free Workplace Matters
Let’s start with the obvious. Bullying in any form is unacceptable. It chips away at self-esteem, increases anxiety, and can leave talented people questioning their worth – and ultimately, their place in your business and at it’s worst – their place in the world.
Beyond the personal impact (which is reason enough to act), there are very real business implications too:
– High turnover: Good people won’t stick around in toxic environments.
– Lower productivity: Stress, fear, and exclusion aren’t exactly great motivators.
– Damaged brand reputation: Employees talk. Candidates research. Glassdoor is a thing.
– Worse customer experience: If your team don’t feel psychologically safe, how can they create safe, positive experiences for others?
In short: if your people don’t feel safe, supported, and seen, your business suffers. Full stop.
Keeping a bully because they “perform” is a costly mistake. Whatever short-term value they bring is outweighed by the damage they do to your culture, your team’s wellbeing, and your long-term profitability. High performance means more than hitting targets – it includes creating a safe, respectful environment. A bully fails that test by default.
So if you’re protecting a bully because they bring in revenue, you’re not safeguarding performance – you’re actually risking selling out your culture. To be very clear, bullies don’t add value; they drain it. They drive away talent, breed fear, and poison your brand from the inside out. High performance without respect is not success – it’s sabotage.
What if the bullying isn’t intentional?
Not all workplace bullying is intentional. What do I mean by that? Well, quite simply, while each of us is responsible for our own behaviour, some people don’t realise the impact they’re having and are not acting deliberately to cause harm. In high-pressure environments, it’s not uncommon for someone to take their stress out on others without even noticing – repeatedly singling out a colleague, snapping at a team, or shutting someone down in meetings. That doesn’t excuse the behaviour, but it does offer a potential path forward. A clear, timely intervention that highlights the impact of their actions can often lead to reflection, growth, and change. In many cases, it’s possible to repair the relationship, strengthen team dynamics, and walk away with two more self-aware and compassionate employees. And if it doesn’t work? Then you’ve learned something crucial – that this isn’t a case of unintentional harm, but of someone who’s aware and unwilling to change. And that tells you everything you need to know.
What We Learned During COVID
During the pandemic, we launched a free Anti-Bullying Health Check for businesses who wanted to make sure their people were protected in the shift to remote and hybrid working. We also trained teams on how to become active bystanders – people who feel confident stepping in when they witness poor behaviour, rather than staying silent. Throughout all of that we learned one thing: Culture isn’t what you write in your HR handbook – it’s what you tolerate, what you walk past, and what you encourage. It’s everyone’s responsibility and unless you draw a line in the sand as a business, your people may not feel as safe as you think.
So what can you do as an employee to help create a safe culture for yourself and your colleagues?
Start With Recognising Bullying in a Remote or Hybrid World
In a physical office, you might spot someone being excluded from a conversation, or notice a shift in someone’s body language. In a remote environment, the signs are often subtler – but they’re still there, if you know what to look for.
Here are some common red flags:
– Someone who used to be vocal in meetings now keeps their camera off and rarely contributes.
– A colleague frequently gets interrupted or dismissed on calls.
– Inappropriate “jokes” that target one individual keep cropping up, often followed by a nervous laugh or awkward silence.
– A team member is often left out of group chats, projects or important decisions.
– You notice a change in someone’s tone in emails or Slack messages – shorter, more formal, or withdrawn.
It’s easy to dismiss these things as “nothing” – but patterns matter. And silence, more often than not, signals something deeper.
Safely Intervene
So what can you do – especially if you’re not a manager?
Firstly, don’t underestimate the power of subtle support:
– Don’t laugh at inappropriate jokes. Even if “everyone else” is. Your silence sends a stronger message than you think.
– Speak up in the moment if you feel safe to. “Actually, I don’t think that’s funny,” or “Let’s keep it respectful” are simple, powerful phrases.
– If that feels too risky, follow up privately with the person affected. Let them know you saw what happened and that they’re not alone.
– If a pattern continues, raise it with your manager or HR. Reporting bullying isn’t about stirring the pot – it’s about protecting the wellbeing of your team.
If you are a manager, make space for psychological safety:
– Start meetings by reminding people you value respect, inclusion, and honesty.
– Don’t allow dominant voices to speak over others – invite quieter members to contribute.
– Check in one-on-one with team members who seem disengaged or withdrawn.
– Model vulnerability and openness. If people see you owning mistakes or asking for feedback, they’ll be more likely to do the same.
Finally, Deliberately Create a Culture of Courage and Kindness
The truth is, we all want to feel like we belong. Like we matter. And like we can come to work without having to shrink ourselves to feel safe.
Creating a culture where bullying is actively discouraged (and quickly addressed when it does appear) isn’t just the right thing to do morally. It’s the smart thing to do for your brand, your people, and your bottom line.
So if you haven’t looked under the bonnet of your culture in a while, now’s a good time. Ask your team and fellow colleagues how safe they feel. Review your policies. Train your team to spot the signs and speak up.
