Bully boss means high cost

Tuesday's Press reported local school districts are working steadily to address parents' concerns about bullying. Add to that the infamous story of the bullied bus driver in New York last year and similar accounts and you can't help but think like the stereotypical old fogey, "What's wrong with kids today?"

Check that; consider the rises in aggressive driving, negative campaigning, bickering legislative bodies, the total lack of consideration for one's neighbor (not long ago neighborhoods were quiet on weeknights and hospitals were quiet so the sick could recuperate; we once thought of others), and so many other examples. Incivility is at an all-time high, beginning with adults.

The bullies' heyday has arrived.

Americans respond to market principles, so let's focus on the workplace. Bullying is alive and well in business, on the rise by some estimates, and it's costing us money and productivity. In this shrinking world, the competitive edge demands we follow the school district's lead and consider bullying's effect on productivity as well as person.

1. Various data suggest that up to 50 percent of the workforce has experienced bullying (34.5 percent) or witnessed it (15.5 percent) at work (Investopedia, July 6, 2012; "Controlling Emotions at Work," TTI Performance Systems, from survey of 2,092 adults). While most bosses reportedly believe money is the biggest reason workers quit, Gallup polls found pay and benefits are cited by only 22 percent of quitting workers. The other 78 percent of reasons cited are about job satisfaction and feedback.

2. Productivity declines up to 40 percent when workers are bullied by their bosses (72 percent) or coworkers (28 percent). This can mean distraction, lost motivation, avoiding the person and related work, leaving earlier, and calling in sick. British research estimates their nation loses 18.9 million working days and $28 billion annually (Prof. Bill Sutton, Stanford University; Investopedia).

According to one survey published in "The Cost of Bad Behavior," (Pearson and Porath) after experiencing on-the-job rudeness and hostility:

* Two-thirds said their performance declined

* 80 percent lost work time worrying about the unpleasant incident

* 63 percent wasted time avoiding the offender

* 75 percent said their commitment to their employer had waned

* 12 percent resigned

3. Turnover: Reports show 23 to 34 percent of bullied workers, and about 20 percent of those who simply witness the bullying, quit their jobs, although some estimates place the bullied workers who quit closer to 70 percent, citing other reasons. It's hard to tell the boss he's the problem, even if she'd be open to hearing it (Bureau of Labor Statistics, 2010 data; Gallup; Noworkplacebullies.com; Overcomebullying.com; Investopedia). Replacing workers is generally estimated to cost one and half times their salary.

4. Medical: Bullying causes anxiety and depression; these are not mere emotions but have physical effects on the brain, thus leaving workers less able to perform the job for hours after each encounter or trigger. On a daily basis this adds up and affects other workers' performance where jobs interface. Additional medical costs include effects of stress such as high blood pressure, migraines, depression, and aggravation of other conditions resulting in more medical expenses, workers comp, and higher insurance premiums.

5. External effects: There is always the risk of legal liability in extreme cases with some companies receiving judgment in the millions. Damage to reputation (and potential sales, attractiveness to desired workers, investors, or taxpayers) is part of the picture. Even if the employee is afraid to speak out at work, they vent to friends and family and word spreads.

Bullying isn't all blatant harassment; it can take subtle forms in veiled threats and add up like drops of water to the weight of an ocean. One of the oldest tricks in any abuser's book is to turn it around, blaming the recipient for the abuser-bully's bad behavior - from the "don't be so difficult; buck up and quit whining" approach, to "tell and you lose your job." That's a thinly veiled projection of a bully's insecurity and inability to control him or herself, but that doesn't much help the bullied employee.

What to do about it, other than biting the bullet and risking escalation and job loss with formal complaints? A culture shift is coming; the best hope is more awareness on the part of employers, with hopefully at minimum the profit motive eliciting attention and staff training. In a 2010 online poll by Sunday newspaper magazine Parade, 92 percent of respondents said we need a law to address workplace bullying.

Happy workers are productive workers. Better reason: How can we expect children to treat others with civility and respect if adults don't set the example? Many thanks to reader Cyndie Hammond, Ph.D., for topic and research assistance.

"Be the change you want to see in the world." - Mahatma Gandhi

Sholeh Patrick, J.D. is a columnist for the Hagadone News Network.