In my experience working with workplace bullies, one uncomfortable truth stands out: most bullies know exactly what they’re doing. They rely on a lack of accountability, knowing that if no one calls them out, or if the consequences are weak, they can continue their harmful behaviour unchecked.

 

Some bullies even believe they’re untouchable. They may think they’re indispensable because of their skills or results, or they’ve been treated that way by supervisors who dismiss complaints with comments like, “I’ve never seen that behaviour myself.” Bullies can be especially skilled at managing impressions upwards, presenting themselves as cooperative or high-performing to leaders while creating misery for their peers and direct reports.

 

It’s important to understand that ignoring a bully’s behaviour doesn’t make it go away. It enables it. Every time leaders fail to act decisively, it sends a message to the entire organization that bullying is tolerated, or worse, that the bully’s contributions matter more than the well-being of their colleagues. Unchecked bullying creates a culture of fear.

 

When a bully is identified, leaders must step up. Their behavior needs to be confronted directly, their impact on others clearly acknowledged, and meaningful consequences put in place. This isn’t just about stopping the harm, it’s about showing the entire team that respect, accountability, and psychological safety are non-negotiable values.

 

No one is indispensable if their behaviour is tearing others down. Leadership means having the courage to protect the culture and people of your organization, even if it means addressing difficult situations head-on. Bullies thrive in silence; it’s time to break it.