Workplace cyberbullying: 7 Ways HRs can deal with it

While cyberbullying usually occurs with kids, the fact is that it can happen to anyone. In today’s digital age, companies have become increasingly vulnerable to cyber-bullying. These forms of bullying can cause damage to employees and the company, ‌ranging from online harassment to negative gossip.

Working in the corporate world can be demanding. There are long hours, high pressure, and intense competition for promotions and raises, all under the watchful eye of your boss or HR department. Throw into the mix of new technologies like social media and texting, and it’s no wonder that bullying from co-workers has become easier than ever. Whether you’re the target of workplace cyber-bullying or you see it happening to someone else, it’s crucial to know what it is and how you can prevent it before it turns into something more damaging.

What exactly is workplace cyber-bullying?

The term refers to workplace harassment or discrimination through electronic communication. It includes texts and instant messaging apps, emails, and social media posts on Facebook, Instagram, Twitter, or other platforms (such as LinkedIn). While there are many cases of individual employees bullying one another, there have also been instances of supervisors instigating electronic attacks against their subordinates.

The biggest concern with cyber-bullying is that it causes harm to the target, who may have to take time off work to recover or lose trust in their colleagues. In some situations, law enforcement may become involved in behavior that rises to the level of harassment or intimidation.

Different ‌forms of cyberbullying

Cyberbullying can come in many forms. The most common are:

• Flaming–Online fights that use vulgar language.
• Intimidation – Using constant messages to disturb or upset an employee.
• Denigration–”Dissing” someone online by sending or posting mean or demeaning information about them.
• Impersonation–Pretending to be someone else and posting material that damages another person’s reputation.
• Outing and trickery–Sharing someone’s secrets or embarrassing information online or tricking someone into revealing confidential information by sharing it online.
• Exclusion–Intentionally leaving someone out of an online group.

The psychological impact of workplace cyberbullying attacks

1. Cyberbullying has the potential to do damage in many forms. It can cause insomnia and anxiety, impact eating habits, and trigger depression and suicidal ideation.
2. They can eradicate an employee’s self-confidence until they quit their job. 
3. When attacked online by other employees or managers, workers feel targeted and threatened, which leads them to question whether their company cares about them. 
4. Workers who observe this behavior doing nothing about it may also suffer from stress, fear, and guilt; they may become ineffective witnesses to an abusive situation in which they were once bystanders.
5. A company plagued by cyber-bullying can face a potentially crippling loss of productivity and talent. The management of an organization must know the welfare of its employees is not just their moral duty but is also crucial for business growth and success.

How do you recognize cyber-bullying in the workplace?

Although it’s possible that your company already has a policy against cyber-bullying (especially in professional workplaces), recognize that it can still happen, particularly if people don’t know about it. Consider speaking with an HR representative about how to proceed if you see any of these things occurring at work. Here are some signs to look out for:

• Spreading malicious rumors and gossip via email, chat rooms, and instant messages;
• Sharing humiliating pictures of an employee through social media;
• The bully sends unwanted texts or messages to the victim.
• Tormentor posts humiliating comments about an employee on websites like Glassdoor or Indeed.
• The perpetrator sends you threatening or abusive emails.
• Bullies exclude, isolate, and reject their victims.
• The victim receives offensive content about their personal life choices via email, texts, and social media.

Related: The negative effect of workplace stress on your health

How do I handle workplace cyberbullying?

Unfortunately, there are no hard-and-fast rules on dealing with workplace cyber-bullying. So if you are experiencing any form of cyber-bullying at work, there are steps to take. 

• Acknowledge that it’s occurring.
• Know your rights as an employee and how your employer can help you deal with workplace bullying.
• Document everything in case you need proof of your mistreatment at work.
• Speak up. Tell your HR manager about what’s happening and how you feel about the situation.
• You can get advice from an experienced attorney who will help you hold your employer/colleague accountable for their cyber-bullying behavior in court.

How can an organization prevent or tackle workplace cyberbullying?

Many companies don’t have a formal policy regarding workplace cyber-bullying situations. From a legal perspective, organizations need to take cyber-bullying seriously because it is harassment that can lead to a hostile work environment and legal liability for employers when they cannot take action against known incidents.

There are several steps that companies can take to address and prevent workplace cyber-bullying:

• Establish an anti-cyberbullying policy.
• Employees should receive training on cyber-bullying to recognize it and avoid it. 
• Organizations must train HR staff to investigate cyber-bullying claims and what to do when they’re ‌correct. 
• Encouraging employees to join social media groups based on common interests can cut down on rumors and promote a positive work environment. 

7 (seven) ways to deal with workplace cyberbullying as a Human Resource Manager

The side effects of cyberbullying can be severe and long-lasting. Employees who suffer from cyberbullying tend not to report it. Reason ‌HRs should set a policy that allows employees to feel comfortable coming forward. 

• Actively educate staff on how to stop cyberbullying before it happens.
• Encouraging employees to join social media groups based on common interests can cut down on rumors and promote a positive work environment. Include a disclaimer stating that the organization does not intend for the group to discuss grievances with management.
• When you receive a complaint from an employee, take immediate action by speaking with the alleged victim and then the alleged perpetrator. Note each conversation and any other communication between the two parties (if possible). If proper evidence exists (e.g., text messages), save it all to your computer’s hard drive.
• It is important to remember that you have to be fair in your investigation. Investigators should protect the privacy of everyone involved while being careful not to overlook any evidence provided by either party.
• If HR finds the bullying to be justified through an investigation, ensure to document every step of your process. Then follow through on appropriate disciplinary action and restore order in the workplace.
• Set up a team of staff members who will support cyberbullying victims. 
• Establish clear reporting procedures for victims of cyberbullying.