Tame the toxicity: Recognising and addressing workplace bullying

Recognising the Signs

Workplace bullying isn’t always obvious. While many of us associate it with raised voices or open hostility, it often takes more subtle forms: undermining comments, social exclusion, micromanagement, or even being repeatedly overlooked.

ACAS defines bullying as ‘unwanted behaviour… that is offensive, intimidating, malicious, or insulting… or an abuse or misuse of power’. Whether it’s loud or quiet, bullying damages individuals and disrupts teams.

Bullying is more common than many realise. According to the CIPD, 15% of UK employees have experienced bullying in the past three years, 40% of them at the hands of their manager. Many feel these incidents are ignored or swept under the carpet, leading to a culture of silence and fear.

Why Bullying Hurts – and Why People Don’t Speak Up

The psychological and physical toll of workplace bullying is profound. Anxiety, depression, insomnia, and even chronic health problems are all common outcomes.

From a neuroscience perspective, bullying activates the brain’s hard-wired threat response. The amygdala, our internal alarm system, triggers a fight, flight or freeze reaction. In a workplace setting, people often freeze. This isn’t weakness. Rather, it’s a built-in survival mechanism. When stress becomes chronic, however, cortisol levels remain high, damaging memory, mood regulation, and physical wellbeing.

Confidence, performance and job satisfaction suffer. So too does the organisation’s culture. Productivity falls, absenteeism rises, and trust is eroded.

Could It Be Us?

One of the most difficult truths is that bullying isn’t always deliberate or limited to a specific type of person. While some individuals may display traits associated with bullying, such as narcissism or manipulation, many damaging behaviours arise when we overplay our strengths under pressure.

A talkative extrovert might become domineering. A detail-driven organiser may become rigid and critical. Even the most empathetic among us, when avoiding confrontation, can unintentionally allow toxic behaviour to continue. The key difference lies in repetition and intent.

Recognising these patterns helps us reflect, recalibrate, and create space for healthier workplace dynamics.

What Can Be Done?

Prevention and intervention rely on clear, consistent action. That includes:

Robust Policies: Clear definitions of bullying behaviours, a zero-tolerance stance, and integration with wider workplace conduct expectations.
Training for All: Regular training helps employees at all levels recognise and challenge inappropriate behaviours. Managers especially need support to act early and confidently.
Safe Reporting: Confidential, accessible mechanisms for reporting bullying are essential, along with reassurance that no negative consequences will follow for those who speak up.
Support Systems: Aftercare matters. Counselling services, peer support and HR follow-up help affected employees feel safe, supported and understood.
Bystander Empowerment: Encouraging colleagues to speak up can help shift a culture from silence to solidarity
Neuroscience and Empathy Development: Thanks to the brain’s neuroplasticity, people can change. With support and training, even those displaying bullying behaviours can build empathy and emotional regulation.

A Call for Compassionate Cultures

Workplace bullying is rarely an isolated issue. It often points to deeper organisational problems: unclear expectations, high-pressure environments, or a lack of psychological safety. But with awareness, the right tools and a commitment to kind leadership, it is possible to change course.

Understanding Behaviour to Prevent Toxic Culture

At Jigsaw Discovery, we believe that behavioural awareness is key to improving team relationships and reducing workplace conflict and bullying. The Jigsaw Discovery Tool helps organisations understand how individual behavioural preferences can shift under pressure, providing insight into team dynamics, communication styles, and the early signs of dysfunction.

By identifying these patterns, organisations can address tensions before they escalate and lay the foundations for a healthier, more resilient workplace.

Join Us at the World of Learning 2025

Jigsaw Discovery will be hosting the Mental Wellbeing Zone at the World of Learning Conference & Exhibition, taking place on 7–8 October 2025 at the NEC Birmingham. This free, interactive area offers group workshops and one-to-one conversations focused on building mentally healthy, compassionate workplaces. No booking required: just drop in and join the conversation.

About the Author

Michelle McArthur-Morgan is the creator of the Jigsaw Discovery Tool & Behavioural Framework. An experienced learning professional who is dedicated to helping people to lead their best lives both professionally and personally through increased self-awareness and understanding of human behaviour

Visit the Jigsaw@work team in the Mental Wellbeing Zone at the World of Learning Conference & Exhibition on 7 & 8 October 2025