If you think bullying at work only flows from manager to staff, you’re wrong. An increasingly real threat is upward bullying.

This is when a manager or business owner becomes the target of repeated destructive behaviour from someone they supervise. It’s not a one-off grumble about a decision; it’s sustained activity that destabilises leadership. It can wreck productivity, culture and morale fast, especially in smaller businesses.

All bullying is bad. Upward bullying is less talked about. 14% of all workplace bullying is upward (Workplace Bullying Institute). Instances of upward bullying are often unreported, so the number is probably higher.

The Signs to Spot

Are you a workplace manager or small business owner?

Watch for team members sidelining your decisions, or meetings becoming silent battles. Workplace bullying often involves subordinate retaliation with colleagues using exclusion, resentment or “we’ve always done it that way” to push back.

Why It’s Important to Act

Upward bullying in the workplace needs to be spotted early and challenged. Why?

• It kills trust. When subordinates openly or covertly resist or sabotage you, it dents the trust other colleagues have in your managerial abilities.
• It drains resources. Time spent on conflict is time stolen from business opportunities or operational efficiency.
• It spreads. When unchallenged, the behaviour sends a message that disrespect is tolerated, damaging your workplace culture.
• It impacts morale. Managers targeted by upward bullying often felt isolated and unsupported.

Acting Against Workplace Bullying

1. Set boundaries, fast. Make it clear that open, honest disagreement is fine. Sabotage is not.
2. Document. Keep evidence, including notes of early niggles. You may need it later.
3. Encourage managers to speak up. Yes, upward bullying happens. Managers should not feel ashamed or to blame. They should absolutely ask for help.
4. Fix your culture. A bully-free culture is created when leaders act promptly upon the first instance of undermining comments.
5. Escalate when needed. If patterns intensify, consider involving external help. Take action.

‘In SMEs especially, you can’t afford to let rebel dynamics go unchallenged,’ says Emma Clack of Heneom HR, based near Stevenage and Welwyn. ’Allocate enough resilience to your leadership culture, using external help if needed. It’s important to make sure your managers aren’t being walked over. You have to get ahead of the damage. Your business reputation, your team’s morale and, ultimately, your bottom line depend on it.’

Emma advises: ‘Recognise the threat, treat it like the business risk it is, and take bold action.’

Are you aware of upward bullying in your organisation?

Do you have processes in place to help managers who feel bullied?

Talk to the friendly experts at Heneom HR. We can help to ensure your organisation takes upward bullying seriously. HR support helps managers feel protected and valued while managing your company’s culture and reputation. It’s time to act.