Is there Microbullying in your Workplace? Exploring Its Impact on Confidence and Job Performance

Sally Bodo-Davis
Sep 8
4 min read

Microbullying is a term that has become more prominent in discussions about workplace dynamics. This form of bullying consists of subtle, often unintended actions that can create a hostile work environment for employees. Unlike overt bullying, which is easier to identify, microbullying can be so subtle that many employees may not recognise it until it has taken a toll on their well-being. This post explores the various forms of microbullying, its impact on employee confidence and job performance, and why organisations must actively address this issue to maintain a healthy work culture.

What is Microbullying?

Microbullying includes a variety of behaviours that can erode an individual’s confidence and sense of belonging. Examples are:

Exclusion: Intentionally leaving someone out of important meetings or social events. For instance, when a team regularly gathers for lunch without including a particular colleague, that individual may feel isolated.
Undermining: Making belittling remarks about someone's contributions, such as saying, "That's an interesting idea, but it would never work."
Gossip: Spreading negative rumours about a colleague, which can damage their reputation without any basis in fact.
Backhanded compliments: Offering praise that is actually meant as an insult, like saying, "You're surprisingly good at this project, considering your usual performance."

These behaviours may seem trivial on their own, but they accumulate over time and can lead to significant psychological harm for employees.

The Impact on Confidence

The effects of microbullying on confidence can be profound. Research indicates that approximately 30% of employees who experience microbullying report significant decreases in their workplace confidence. This erosion of self-esteem manifests in various ways, including:

Increased anxiety: Employees may feel uneasy about their interactions with colleagues, leading to a 20% rise in anxiety-related issues, making it hard to focus on their work.
Self-doubt: Individuals may start to question their skills and contributions, leading to reluctance to share ideas or take initiative. A study found that about 25% of affected employees felt less likely to speak up in meetings.
Isolation: Feeling excluded can lead to social withdrawal, which worsens feelings of loneliness. Nearly 40% of microbullied individuals reported increased feelings of loneliness and inadequacy over time.

With diminished confidence, employees struggle to deliver their best work, ultimately impacting the entire team and organisation.

Impact on Job Performance

Microbullying does more than undermine confidence; it also significantly affects job performance. Microbullying is detrimental not only to the person being bullied but to the organisation, too, the effects can be profound. Those who experience microbullying often exhibit:

Decreased motivation: Surveys show that 35% of bullied employees have decreased motivation for their tasks.
Lower productivity: Businesses may find a 15% decline in productivity among affected teams.
Increased absenteeism: Studies show that teams affected by microbullying see at least a 30% rise in absenteeism.
Higher turnover rates: Organisations with unresolved microbullying issues report up to 50% higher turnover, resulting in costly recruitment and training cycles.

This needs tackling if organisations want to cultivate a supportive workplace culture.

Why employers Should Address Microbullying

Employers have a strong incentive to identify and address microbullying for several important reasons:

Employee well-being: A supportive environment is vital for mental health. Addressing microbullying fosters a culture of respect and inclusivity.
Enhanced productivity: Valued employees are more engaged and productive. Surveys indicate a 20% increase in productivity when microbullying is effectively addressed.
Retention of talent: A positive workplace culture helps retain top talent, reducing turnover and the many associated costs.
Reputation management: Employers known for a healthy work environment are seen as attractive places to work by quality candidates.
Legal and ethical responsibility: Companies must provide a safe workplace. Ignoring microbullying risks legal consequences and reputational damage.

Strategies for Identifying and Tackling Microbullying

To effectively combat microbullying, organisations can adopt the following strategies:

Training and awareness: Conduct workshops to educate employees and managers about microbullying. For example, a company that implemented training found a 40% improvement in awareness and reporting of microbullying instances.
Encourage open communication: Foster an environment where employees feel safe to share their experiences. Companies with open communication report fewer incidents of microbullying.
Establish clear policies: Develop policies about acceptable behaviour. Ensure employees know the consequences of microbullying, which can reduce incidents by as much as 25%.
Provide support resources: Offer counselling and employee assistance programmes to help mitigate the effects of microbullying.
Lead by example: Leadership should model respectful behaviour. Organisations with strong leadership and support see increased positive employee interactions.

By taking these proactive measures, organisations can foster a work environment that boosts confidence and improves job performance.

Creating a Supportive Work Environment

Microbullying is a subtle problem that can significantly impact confidence and job performance. By recognising its various forms and effects, organisations can take steps to create a supportive and respectful workplace culture. Prioritising employee well-being is not just beneficial for individuals, it is essential for the overall success of the organisation. When employees feel secure and valued, they are more likely to thrive and contribute positively to the workplace.