Bullying behavior is widely condemned in work settings, yet it continues to surface in environments where it has no place, particularly for those who are new to their roles or their industry — whether holding paid or volunteer positions. In truth, bullying is incompatible with any healthy work culture, no matter what the industry setting or the timing.
The phrase “eating their young” is a metaphor often used in healthcare to describe the phenomenon where experienced staff mistreat, intimidate, or undermine newer or less experienced colleagues or committee members. While it's vivid, it's also a serious reflection of a toxic workplace culture that can damage morale, retention and patient care.
In general, bullying in the workplace can take several harmful forms, including verbal abuse, threatening or intimidating behavior and deliberate interference with a person's ability to perform their job. These actions may be overt or subtle, but they all contribute to a toxic environment that undermines employee well-being and organizational effectiveness.
According to the Workplace Bullying Institute, bullying involves actions that are threatening, intimidating, humiliating, or interfering with a person’s ability to perform their job.
According to the 2024 WBI U.S. Workplace Bullying Survey:
Bullying leads to:
In the article, A Relational Framework for Understanding Bullying, the authors state, “bullying is aggression that operates within relationships of power and abuse.” The article highlights the relational and social dynamics that distinguish bullying from other forms of aggression. Bullying involves intentional harm, whether physical, verbal, or psychological. It’s not accidental or playful; it’s a deliberate act meant to hurt, intimidate, or control. The term “abuse” emphasizes that bullying is not just about conflict or disagreement, it’s a misuse of power. The aggressor exploits the imbalance to repeatedly harm or degrade the victim, often with lasting emotional or psychological effects.
Traits commonly associated with workplace bullies
Bullies can be found at all levels of an organization, including:
According to Laurie Scop at the National Workplace Bullying Coalition (NWBC), targets of workplace bullying “are highly skilled workers…with integrity and are very ethical people inside and outside of the workplace…you’re singled out because you are different in some way, even if the way that you’re different is positive.”
Characteristics that attract the attention of the bully include:
Bullying from seasoned coworkers toward newer employees is a well-documented and harmful dynamic in many workplaces, including healthcare. This behavior often stems from power imbalances, resistance to change, or insecurity, and can severely impact the onboarding experience, morale and retention of new staff.
New employees who encounter bullying should take proactive steps to protect their well-being and professional development. Begin by documenting incidents and patterns of behavior, including dates, times and specific actions. This record can be essential if formal reporting becomes necessary. Seek support from human resources, trusted mentors, or an Employee Assistance Program (EAP), if available.
Additionally, consider engaging a certified professional coach who can help you navigate workplace dynamics, build resilience and develop strategies for managing difficult interactions. Building positive alliances with team members who model professionalism and respect can also provide a sense of safety and support.
Finally, make sure to familiarize yourself with your organization’s policies on workplace conduct and reporting procedures, so you understand your rights and available resources.
Employers play a critical role in shaping a respectful and psychologically safe work environment. Proactive strategies can help prevent bullying behaviors and support a culture of accountability and inclusion.
Developing a mentoring culture is a powerful way to establish a consistent, value-driven approach to supporting new employees, new managers and anyone new in their role. This helps seasoned employees stay mindful of their influence and encourages them to model behaviors that promote psychological safety and professional development. When embraced across an organization, mentoring contributes to a culture where new employees or committee members feel welcomed, valued and supported.
Set and share clear rules for respectful behavior during the employee's first few days at work and throughout their career. Reinforce these expectations through policies, training and leadership modeling.
Provide targeted training to help supervisors and managers recognize early signs of bullying, understand power dynamics and intervene effectively. Emphasize their responsibility in fostering a safe and inclusive workplace.
Create safe channels for new and existing employees to share concerns. Use anonymous surveys, regular check-ins and exit interviews to identify patterns of toxic behavior and areas for improvement.
Ensure that all staff — regardless of tenure, title, or informal influence — are held to the same behavioral standards. Address violations promptly and consistently to reinforce a culture of fairness.
Foster an environment where employees feel safe to speak up, ask questions and report concerns without fear of retaliation. Psychological safety is essential for team performance and employee well-being.
Offer access to Employee Assistance Programs (EAPs), professional coaching and peer support networks. These resources can help employees navigate difficult situations and build resilience.
Leaders should consistently demonstrate the behaviors they expect from others. Modeling empathy, transparency and accountability sets the tone for the entire organization.
Regularly assess the workplace climate through data collection, feedback and incident tracking. Use this information to refine policies, improve training and address systemic issues.
WTW hopes you found the general information provided here informative and helpful. The information contained herein is not intended to constitute legal or other professional advice and should not be relied upon in lieu of consultation with your own legal advisors. In the event you would like more information regarding your insurance coverage, please do not hesitate to reach out to us. In North America, WTW offers insurance products through licensed entities, including Willis Towers Watson Northeast, Inc. (in the United States) and Willis Canada Inc. (in Canada).
