Bossing at the workplace: causes, effects and effective strategies

The term ‘bossing’ refers to targeted bullying by managers and is unfortunately a growing problem in today's working world. An increasing number of employees report systematic bullying, which not only affects their health but also corporate culture and efficiency. This article therefore takes a closer look at what bossing is, what causes and consequences it has, and how those affected and the company itself can deal with it.

What exactly is bossing?

Bossing is a form of bullying in which superiors abuse their position of power to deliberately humiliate, marginalise or force employees out of the company. This type of behaviour can take place both in the office on-site and in the flex office and often has far-reaching consequences for those affected and for the entire working environment. It is therefore important to recognise signs of this type of bullying at an early stage and to take decisive action against it. An open corporate culture, clear guidelines and mutual respect are the cornerstones for preventing bossing from arising in the first place.

The causes of systematic bullying by superiors

The reasons and causes of bossing in the workplace are complex and often result from a combination of individual and structural factors. These can be examined in more detail as follows:

Individual causes

The individual causes of targeted bullying by managers often lie deep within the personality or in the insecurities of the superiors. These personal weaknesses can be exacerbated by external factors such as stress or pressure to perform.

1. Insecurity of the manager: superiors who feel insecure in their role often perceive highly qualified or self-confident employees as a threat. Instead of promoting these talents, they try to keep the employees concerned down by systematically criticising and excluding them in order to secure their own position.
   
2. Abuse of power: Managers with a pronounced need for control tend to abuse their position of power. They deliberately harass employees to demonstrate their authority or to force obedience. This behaviour can result from a lack of awareness of leadership responsibility or, again, from personal insecurity.

These reasons make it clear that bossing is often triggered by personal weaknesses or misconduct on the part of superiors.

Structural causes

However, bullying at work is not only caused by individual misconduct, but is often encouraged by the structures and dynamics within a company. A toxic corporate culture and external economic pressures can play a decisive role in this.

1. Corporate culture: A corporate culture based on rigid hierarchies or strong competition among employees creates a climate that fosters bossing. A lack of transparency and communication channels also allows superiors to behave unethically without being held accountable. A culture geared towards maximising profits at any cost often ignores the importance of employee well-being.
   
2. Economic pressure: Companies under severe financial pressure often place high performance expectations on their managers. In such cases, systematic bullying can be used as a strategy to encourage employees to leave the company voluntarily instead of paying high severance packages. This is not only ethically questionable, but often leads to a deterioration in the working environment and long-term damage to the company itself.
   

Consequently, targeted bullying by superiors is not an isolated problem, but often the result of deeper weaknesses at the individual and organisational level. Only a combination of personal reflection by managers and structural changes in corporate culture can effectively prevent bossing. Companies should therefore take responsibility for creating an environment in which employees are treated fairly and their strengths are recognised. Only in a respectful working culture can all parties involved develop their full potential.

Effects of bossing

The consequences of bossing are serious for both the individuals affected and the company:

Psychological strain: stress, burnout or depression are common consequences.

Loss of productivity: affected employees are often less motivated and less efficient.

Physical symptoms: sleep disorders, headaches or cardiovascular problems can occur.

High fluctuation: Dismissing employees causes high costs.

Career problems: bullying in the workplace often leads to a resignation or a career setback.

Poor image: cases of bossing can permanently damage a company's reputation.

The effects of bossing in the workplace clearly show how far-reaching and destructive this behaviour can be. It not only affects the health and career of those affected, but also endangers the long-term stability and reputation of the company.

How do you recognise targeted bullying in the workplace?

It is not always easy to recognise bullying in the workplace, as it often takes place subtly and over a long period of time. However, there are clear warning signs that can indicate systematic bullying by managers:

1. Regular unjustified criticism of work performance: A typical characteristic of bossing is repeated, usually unjustified criticism. The person affected is constantly blamed for mistakes, even if they are not within their area of responsibility. This serves to undermine the employee's self-confidence and to expose them in front of others.
   
2. Exclusion from meetings or projects: those affected are deliberately excluded from team meetings, important discussions or projects. This not only makes their work more difficult, but also makes them feel isolated and excluded. This exclusion can also prevent them from accessing crucial information that is necessary for their work.
   
3. Assignment of meaningless or unrealistic tasks: Employees are assigned tasks that are either far below their qualifications or completely unrealistic. For example, highly qualified specialists could be employed in mundane activities, while others receive overwhelming and unfeasible demands. Both have the aim of demotivating and belittling the person concerned.
   

It is therefore crucial and of the utmost importance to pay attention to such warning signs at an early stage and, if necessary, to seek professional support in order to limit the damage of targeted bullying as much as possible.

Strategies for dealing with bossing

However, both those affected and companies can actively take action against bossing in the workplace and help create a respectful working environment. For those affected, it is essential to document all incidents in writing in order to be able to present evidence in an emergency. In addition, seeking support, for example by talking to the works council or external counselling centres, can provide important relief. If possible, the problem should be addressed directly in an open communication in order to clarify misunderstandings or conflicts. Companies, on the other hand, can create transparency by means of clear anti-bullying guidelines and thus take a stand against bullying. Training for managers, particularly on the topics of communication and conflict management, is essential to prevent such problems. In addition, anonymous reporting channels, for example in the form of complaints offices, offer those affected a safe space to draw attention to grievances.

Prevention of bullying: an overview of measures

Targeted and consistent measures based on a strong corporate culture are needed to prevent bullying. The following three approaches in particular can be very helpful in preventing targeted bullying by superiors:

1. Promoting a positive corporate culture: Companies should create a working environment characterised by respect, openness and fairness. Shared values and a clear code of conduct can help to establish positive cooperation.
   
2. Train managers: Regular workshops and training on leadership skills, conflict resolution and empathetic communication are essential to sensitise managers to how to deal with difficult situations and to take preventive action.
3. Regular feedback: Anonymous employee surveys and open feedback channels make it possible to identify problems early and to react to them in a targeted manner. This helps to promote a transparent and solution-oriented corporate culture.
   

These measures not only help companies to prevent bossing, but also to strengthen the trust of their employees. A proactive commitment to a healthy work environment has a long-term positive effect on employee satisfaction, productivity and corporate image.

Together against workplace bullying!

Targeted bullying by managers can cause significant harm to both the individuals affected and to the company. The causes often lie in the insecurities of superiors and structural weaknesses within the company. Effective prevention requires, among other things, the development of a positive corporate culture, regular training for managers and transparent feedback mechanisms. At the same time, employees should be encouraged to seek support and consistently document incidents. Companies that take such measures promote a respectful working environment and at the same time strengthen the loyalty and productivity of their workforce.