Four things team leaders can do about workplace bullying

1. Be aware of what bullying actually is

Most surveys find about 50 per cent of employees workplace bullying - but that's only counting physical threats and intimidation. It goes up to 96 per cent if you include emotional bullying - that's repeatedly demeaning someone, exclusion and gossip. The same survey found that one bully usually affects five people. That's a lot of unhappiness - and worry energy diverted away from productivity.

2. Raise the awareness of any team member who upsets others. 

People are often not aware of how they are perceived by others - or that their communication style verges on bullying. An example is the senior doctor who felt he was a good boss most of the time, but admitted to getting bad-tempered when under stress. His team felt differently: "he appears pleasant on the surface, but when the pressure is on you see him in his true colours"

3. Foster constructive communication in your team

Is there a habit in your team of failing to tackle differences and difficulties directly?  Are you holding everyone accountable for their performance and behaviour?  Gossip and backbiting is often a sign that there's a disconnect between the "official" story about how the team or organisation is functioning, and what is really going on.  When people are unhappy, make sure they can discuss it openly.

4. Don't be the bully yourself!

Set the right example to your team by surfacing and dealing with frustrations; giving regular constructive feedback; being encouraging but firm in how you deal with performance and behaviour issues; creating an atmosphere where everyone's input and ideas are valued.

More info: https://www.vitalsmarts.com/crucialskills/2014/06/how-to-confront-the-workplace-bully/