10 Ways Leaders Can Build a Bully-Free Workplace Culture

Workplace bullying is a global issue affecting millions across industries. In the U.S., nearly 30% of workers around 48.6 million people have experienced it. In the UK, over a quarter of employees report the same. Australia sees similar numbers, with nearly one in three affected, while India reports nearly half of its workforce having faced bullying. Even in countries like Germany, around 17% are impacted.

Beyond the numbers, the damage is real. Bullying erodes morale, drains productivity, and harms mental health. It creates a culture of fear where people disengage or leave entirely.

But change is possible and it starts with leadership. When leaders commit to fostering respect and taking bullying seriously, they build safer, more productive workplaces. Here are 10 practical ways leaders can start making the shift to a bully-free workplace today.

1. Recognize the Signs of Workplace Bullying

The first step in prevention is awareness. Bullying isn’t always obvious yelling or physical aggression; it often takes more subtle forms. Leaders should learn to spot both the overt and covert signs of workplace bullying, such as:

• Verbal abuse or insults – Frequent yelling, belittling comments, or sarcastic ridicule targeting an individual.
• Threatening, humiliating or intimidating behavior – This can include public shaming, offensive jokes at someone’s expense, or implied threats to job security.
• Work sabotage or interference – Undermining a colleague’s work by withholding information, setting unrealistic deadlines, or deliberately sabotaging their projects.
• Social exclusion or gossip – Spreading hurtful rumors, ostracizing someone from team activities, or encouraging others to shun a colleague.

According to the Workplace Bullying Institute (WBI), workplace bullying is “repeated, health-harming mistreatment” that often includes many of the behaviors above. By educating yourself and your team on what bullying looks like, you can recognize it early. Keep an eye out for changes in employee behavior too – if a usually engaged team member becomes withdrawn, anxious, or frequently upset, it may be a red flag that they’re experiencing bullying. Early recognition allows leaders to intervene before small acts of incivility escalate into a toxic situation.

2. Establish Clear Anti-Bullying Policies

A respectful workplace culture starts with clear standards. Leaders and HR should collaborate to implement a zero-tolerance policy for workplace bullying. This policy must define what constitutes bullying, provide examples, and explicitly state that such behavior will not be tolerated.

It should also outline reporting procedures (how employees can safely report bullying) and the consequences for those who bully others. When employees know that the organization has a formal anti-bullying policy and will back it up with action, they are more likely to speak up and trust that leadership is serious about maintaining a bully-free workplace.

Make the policy accessible (in your employee handbook and intranet) and discuss it openly, so everyone from new hires to senior staff understands the company’s stance. Reinforce the message that everyone has the right to a safe, respectful work environment and that leadership is committed to protecting that right.

3. Lead by Example and Set the Tone

Culture flows from the top. Leaders must model the kind of respectful, professional behavior that they expect others to exhibit. If a manager engages in shouting, belittling, or playing favorites, it sends a signal that bullying or incivility is implicitly acceptable. On the other hand, when leaders consistently demonstrate empathy, fairness, and open communication, it establishes norms for a respectful workplace culture.

Ensure your words and actions align with the values of respect and inclusion. For instance, handle conflicts calmly instead of through aggression, and show courtesy in everyday interactions (like saying thank you, listening actively to employees’ concerns, and giving constructive feedback rather than personal criticism).

Crucially, do not overlook or excuse bad behavior from high performers. Research published in Harvard Business Review cautions that tolerating “toxic rock stars” employees who excel in results but bully others  can ruin the workplace experience for those around them and drive talented people away. In short, leaders set the tone. By practicing anti-bullying leadership through your own behavior, you encourage everyone in the organization to follow suit, creating an atmosphere where bullying simply doesn’t fit in.

4. Provide Training and Education for All

Policies alone don’t prevent bullying, training does. Employees need to understand what bullying looks like, how it affects individuals and teams, and what steps to take if they experience or witness it. Just as importantly, they need to know their role in maintaining a respectful culture.

According to the Society for Human Resource Management (SHRM), effective workplace training should go beyond basic definitions. It should include respectful communication, conflict resolution skills, and bystander intervention strategies, giving people the tools to respond constructively when they see something wrong. These elements help shift culture from silence to action.

Leaders should receive tailored training on how to respond to reports, conduct fair investigations, and prevent retaliation. Interactive approaches like real-life scenarios or role-play make it easier for participants to retain what they learn. Make training part of your onboarding process, and refresh it regularly. When people know how to act and understand that they are expected to respect, it becomes a habit, not just a policy.

5. Encourage Open Communication and Reporting

Open communication is a pillar of a bully-free workplace. Encourage a culture where employees feel safe speaking up about concerns without fear of retaliation. Bullying often persists in silence, people may be afraid to report a bully who is influential, or they may doubt they’ll be taken seriously.As a leader, you can change that by establishing multiple safe channels for reporting and feedback. For example, set up anonymous reporting systems or hotlines, hold regular one-on-one check-ins, and promote an open-door policy with management. Let your team know you want to hear from them: explicitly remind employees that if they witness or experience bullying, their voices will be heard and protections are in place.

It’s telling that about 66% of workers are aware that workplace bullying happens in their organization, yet in many cases incidents go unreported. Making it easy and safe to report issues will bring problems to light sooner. You might implement periodic confidential surveys to gauge the workplace climate and invite honest feedback about any incivility or harassment. Also, ensure no retaliation: if someone comes forward about bullying, they must not suffer adverse consequences for doing the right thing. When employees see that leadership takes reports seriously and keeps communications confidential, trust grows. Over time, this openness will nip bullying in the bud, as issues can be addressed when they’re small. In a culture of open communication, bullies have nowhere to hide.

6. Support and Protect Targets (and Witnesses)

Employees who are targeted by bullying – as well as those who witness it – need strong support from leadership and HR. Remember that bullying is deeply distressing and can even cause health issues. According to WBI research, 40% of people who are bullied at work, develop stress-related health problems as a result. It’s common for targets to experience anxiety, depression, or reduced self-esteem. Leaders should treat reports of bullying with empathy and urgency, offering resources to help affected employees. For instance, ensure your Employee Assistance Program (EAP) or counseling services are readily available, and remind staff that they can access these confidential supports. If someone comes forward as a target, thank them for their courage and assure them the company will take appropriate action.

Protect them from retaliation – if the alleged bully is their supervisor, you might temporarily adjust reporting lines or place the bully on leave during investigation to shield the target from further harm. Even witnesses can suffer trauma or stress from observing a colleague being mistreated (research shows witnesses often experience emotional harm almost as severe as direct targets). So, extend support to anyone impacted. This might mean group discussions on team dynamics or bringing in an outside expert to facilitate healing if a department has gone through a bullying incident.

Importantly, recognize that in many cases the target ends up leaving the job, not the bully. In one survey, 62% of employees targeted by bullying lost their jobs – whether by quitting or being forced out. Don’t let the organization lose good people because of a bully. By actively supporting targets and witnesses, you not only help them recover, but you also send a clear message that the company stands with the victims – not the perpetrators – in bullying situations.

7. Address Bullying Incidents Quickly and Fairly

When bullying behavior is spotted or reported, don’t delay – intervene as early as possible. Swift, fair action can prevent a toxic situation from spiraling further. Start by investigating the incident promptly and objectively. This may involve HR and, if needed, an impartial third party to gather facts. Listen to all sides: give the alleged target, the accused bully, and any witnesses a chance to share their perspectives. Taking action quickly matters because bullying rarely stops on its own. In fact, studies indicate that when individuals try to confront their bully without support, it stops the bullying only about 4% of the time. Avoiding conflict altogether often leads to even greater damage, from low morale to costly turnover.

Once you’ve investigated, take appropriate corrective action in line with your policies. This could range from mediation and coaching for minor first-time offenses to formal warnings or termination for severe or repeated bullying. The key is to be consistent – employees will pay attention to whether leaders truly enforce the “no bullying” stance.

By addressing each incident fairly and promptly, you create an environment where everyone knows that bullying is taken seriously. It also reassures employees that if they raise a concern, it won’t be swept under the rug. Remember, silence and inaction are effectively siding with the bully. On the other hand, timely intervention can stop bullying behavior in its tracks and deter others from attempting it.

8. Hold Bullies Accountable – No Exceptions

Building a bully-free workplace culture requires the courage to hold bullies accountable, no matter who they are. This means that even if the person engaging in bullying is a top performer or a senior executive, they do not get a free pass. Too often, organizations make the mistake of overlooking toxic behavior because the perpetrator “gets results” or is friends with upper management. But if you ignore bullying due to someone’s status or perceived value, you send a destructive message that undermines your entire culture. Leaders must reinforce that respect is a non-negotiable job requirement.

If an investigation confirms bullying, enforce the consequences outlined in your policy – whether that’s requiring training and a formal apology, placing the individual on a performance improvement plan, or in serious cases, termination. Publicize (in a general, non-identifying way) that bullying has consequences. For example, you might share in a town hall that “an employee was terminated for violating our respectful workplace policy,” which signals accountability to all. Holding bullies accountable also means scrutinizing team dynamics and performance metrics: sometimes a manager may be hitting targets but leaving a trail of psychological harm. It’s critical to address that.

As HBR writers note, a bully who is technically high-performing “can ruin the workplace experience for most employees” around them – the damage they do to morale, trust, and retention far outweighs their individual output. In short, no results excuse abusive behavior. When employees see that leaders will stand up even to star performers to uphold the values of a respectful, bully-free workplace, it builds trust and reinforces that the company truly walks the talk.

9. Foster a Culture of Respect and Inclusion

Beyond policies and responses to incidents, the overall workplace culture should actively discourage bullying long before it occurs. Leaders can cultivate an environment of respect, empathy, and inclusion so that positive behavior becomes the norm. One way is to embed respect into your core values and everyday practices – celebrate teamwork and kindness, and incorporate civility into performance evaluations or recognition programs (for instance, praise employees who resolve conflicts constructively or who contribute to a welcoming team atmosphere).

Promote inclusivity by ensuring everyone feels valued regardless of their background or role. Bullying sometimes targets those who are “different” or marginalized, so doubling down on inclusion can remove fuel for bullies. Encourage team-building activities and open dialogues about diversity, so colleagues learn to appreciate each other’s perspectives. When people know each other as humans, they are less likely to mistreat one another. It’s also helpful to challenge negative behaviors early – if you hear a disrespectful joke or see someone being consistently cut off in meetings, address it and use it as a coaching moment about respect.

According to experts, fostering an inclusive culture not only mitigates bullying but also boosts innovation and morale . Everyone should be part of the solution: invite employees to help create norms of civility (for example, setting team “ground rules” for meetings like one speaker at a time, or a mantra of “disagree respectfully”). Leaders can even provide civility or empathy workshops to strengthen these values. Over time, a strong culture of respect makes it clear that bullying simply doesn’t belong. People will be more likely to stand up for each other, and bullies will find themselves quickly isolated in a culture that rejects their behavior.

10. Prioritize Employee Wellbeing and Empowerment

Finally, make employee wellness and empowerment a cornerstone of your leadership approach. A company that prioritizes its people’s wellbeing inherently creates conditions less prone to bullying. Why? Because when employees are healthy, heard, and valued, toxic behaviors struggle to take root. Focus on employee wellbeing by providing resources for mental health (like stress management programs, counseling, or wellness days) and by encouraging a healthy work-life balance. Leaders should regularly check in on workload and burnout indicators – overworked, stressed environments can sometimes breed frustration and aggressive behavior. By proactively caring for your team’s wellbeing, you reduce the vulnerabilities that bullies might exploit.

Additionally, empower employees at all levels to be part of maintaining a respectful workplace. This could involve forming a peer support network or designating “respect ambassadors” who promote positive interactions. Empowerment also means giving employees skills to handle difficult situations – for example, training in assertive communication can help potential targets respond to early instances of mistreatment confidently. Emphasize that looking out for one another is a shared responsibility.

When people feel empowered and supported from the top, they are more likely to speak up against bullying and contribute to solutions. Importantly, a work culture rooted in wellbeing and respect doesn’t just stop bad things from happening – it actively promotes good things: higher morale, engagement, and productivity. Studies have found that positive work cultures lead to better performance outcomes and lower turnover, benefiting everyone. In short, taking care of your employees is both the right thing to do and a smart business strategy. By championing wellbeing, leaders create a climate where employees can thrive without fear – the ultimate marker of a bully-free workplace.

Conclusion

Creating a bully-free workplace culture is an ongoing journey, but it’s one of the most worthwhile investments a leader can make. By recognizing the warning signs, setting firm expectations, and cultivating an environment of respect, any leader can dramatically reduce bullying and its toxic effects. The payoff for these efforts is huge: employees who feel safe and respected are happier, healthier, and more productive, and the organization benefits from higher trust and collaboration.

Remember that change starts at the top – your commitment to zero tolerance and positive culture will inspire others to follow. So, take that first step today: open a dialogue, review your policies, or simply thank someone for speaking up. Every action counts. With consistency and courage, you can build a workplace where bullying is replaced by respect and inclusion, and where every employee has the chance to do their best work free from fear. It’s not just a leadership responsibility – it’s an opportunity to create a better workplace for all. Let’s lead the way to a bully-free workplace, together.

Sara Duerr

Sara has been in the career development field for over 10 years and has a wealth of knowledge to share. She covers topics such as resume writing, job search strategies, interview techniques, career planning, and more. You can connect with her on LinkedIn and Medium. She has curated our free downloadable resume templates for Word and resume templates for Google Docs.