When a personality conflict takes a bad turn

When a personality conflict in the workplace becomes outright hostility, workplace bullying has probably taken hold in the office. According to an historical study by the University of Phoenix, about 41 percent of workers have been the target of some sort of bullying. Up to 71 percent of workers have witnessed bullying.

The Workplace Bullying Institute says bullying can include threats, humiliation, intimidation, verbal harassment, and sabotaging the work of others. Targets of bullying are often veteran workers with high levels of competence who threaten another highly competitive worker, according to Forbes. Targets often end up leaving the workplace.

Meanwhile, the people witnessing bullying are faced with few good strategies. If challenged, the bully can turn on them. If they stay passive, witnesses often lower their own performance just to stay under the bully’s radar.

Management is the key to heading off bullying.

According to Christine Comaford, author of SmartTribes: How teams become brilliant together, bullies must be recognized for what they are: not just a difficult personality but a toxic one. They must be confronted. Bullies must be forced to choose between the values of the organization and their own behavior and management must be willing to hire and fire based on company values.

Companies have approached the issue in different ways. According to The Wall Street Journal, a law office had issues with bosses taking credit for subordinates’ work and sending abusive emails to coworkers. In response, they created a 10-point civility code that they hung right inside the front door to let everyone know exactly what they expected of them at all times. This action also made employees feel more comfortable about reporting issues without fear of retaliation which allows leaders to squash ill behaviors before they get out of control and cause more damage.