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As discussed on this blog last year, the pandemic did not put the breaks on workplace bullying, at least in the U.S. Rather, as verified in a scientific study by the Workplace Bullying Institute done with Zogby Analytics, much of the offending behavior simply went online, mainly via video conferencing platforms such as Zoom.

But perhaps the greatest shift in the labor market related to the pandemic — tagged broadly as the “Great Resignation” — is signaling to employers that it would be in their best interests to take bullying and related behaviors more seriously. 

You see, even the mainstream business media, such as Bloomberg and Forbes, are acknowledging that toxic work cultures are a major driver of the Great Resignation. And although references to toxic work environments do not necessarily equate with workplace bullying, you can bet that the latter makes up a lot of the former.

The pandemic has given many people opportunities to reflect upon their work experiences, and a good number have reckoned that they’ve been toiling under unpleasant conditions. Overall, a more plentiful labor market has offered workers greater flexibility in terms of changing jobs.

In addition, a resurgent labor movement — most strongly evidenced by a wave of successful union organizing campaigns at Starbucks locations across the country — is providing more workers with an opportunity to voice concerns about their conditions of employment, including bullying, harassment, and abuse. Bullying and related concerns can, in turn, be raised at the bargaining table. (Some unions, such as SEIU/NAGE here in Massachusetts, have become major allies in standing against workplace bullying.)

Generational dynamics are playing a role. There’s evidence that younger workers, in particular, appear to be valuing respectful working conditions over trendy perks. Many are entering the workforce after learning about bullying and exclusion during their years of schooling.

It’s too early to tell how many employers will take hard looks at their workplace cultures in the midst of this evolving labor market. After all, if there’s one word that characterizes our current climate of employee relations and the wider frame of the economy, uncertainty is it. In fact, if the economy goes into recession, then workers may suddenly find themselves with much less bargaining power over job offers and working conditions.

Nonetheless, smart employers will proactively address bullying and other abusive workplace behaviors as part of an intelligent program of employee relations aimed at bolstering productivity and worker well-being. The resources for doing so are readily available. The Workplace Bullying Institute, for example, offers a “Healthy Workplace System” with various education and training components. For starters, it can be as simple as applying lessons from The Bully-Free Workplace (2011), by Drs. Gary and Ruth Namie.

Opportunities to build healthier workplace cultures abound. Reducing and responding to workplace bullying can be chief among them.