When you think of abuse, you may think only of physical actions. Mental abuse is also a reality, and if it happens in your workplace you will need to take several steps to address it while creating a healthy environment.
Types of mental abuse
Workplace mental abuse shows up in many forms. The abuse can be overt and outward or manifest in less obvious ways, and it can be directed at co-workers, subordinates, or clients.
- Swearing
- Screaming
- Angry rants
- Ignoring
- Interrupting
- Isolating
- Failing to provide relevant information
- Sabotaging work
- Stealing credit for work
- Directing rude or belligerent comments toward someone
- Dismissing legitimate complaints from victims
- Rewarding bullies with better assignments, promotions, or pay raises
Causes of mental abuse
In the workplace, several factors can prompt mental abuse. Significant changes to business operations may create stress and conflict, especially if roles and expectations are not discussed and agreed upon.
Inadequate communication and difficult working conditions — such as very high workloads or chronic understaffing — can also lead some employees to cope in unhealthy ways.
Effects of mental abuse
When mental abuse is present, victims and the company both suffer. Victims often experience increased stress, reduced motivation and productivity, physical illness, and higher absenteeism.
Managers may spend valuable time documenting incidents, supporting affected employees, and disciplining abusers instead of focusing on business priorities, which can hurt the company’s bottom line through diverted resources, reduced productivity, and increased turnover.
Some employers implement specialized programs and coverages for workplace-related incidents; for examples of these approaches, see Domestic Violence Defendant Monitoring Professional Liability Insurance.
Preventing mental abuse
Mental abuse is never acceptable, but a company can reduce its occurrence by responding consistently and proactively. Leadership should set clear expectations and enforce a zero-tolerance policy that outlines unacceptable behavior and the requirements for documenting, disciplining, and handling incidents.
Employees should receive training so they can recognize abuse and understand reporting procedures, and managers should maintain an open-door policy so staff and clients feel comfortable reporting concerns.
If your company does not have a prevention and handling process, ask your Human Resources department to create one and consider program guidance such as the Workplace Violence Program.
If you want direct help implementing policies or options for coverage, ask your Human Resources department to create one and talk to an agent.
Frequently Asked Questions
How can I tell if a behavior is mental abuse or just stress-related?
Repeated hostile actions that demean, isolate, or undermine an employee are signs of mental abuse; occasional stress-related mistakes or isolated incidents are different and should be evaluated in context.
What should I do if I am the target of mental abuse at work?
Document specific incidents with dates and witnesses, report the behavior according to your employer’s policy, and seek support from HR or a trusted supervisor.
Can employers be held responsible for failing to stop mental abuse?
Employers who ignore credible reports of abuse may face legal and operational risks, so it is important they investigate and take appropriate action promptly.
What steps can managers take to prevent abuse in their teams?
Set clear behavioral expectations, provide training on respectful communication, enforce policies consistently, and address early warning signs before they escalate.