ARTICLES

Day 17 of 31 Days of Better Workplaces — bullying and harassment in the workplace aren’t always obvious. By the time a formal complaint is made, the situation has usually been building for a long time — and there were signs that, in hindsight, a leader could have acted on earlier.

Here are the warning signs that most managers miss:

 

Changes in team dynamics

Sudden shifts in who talks to whom. An individual who was previously engaged becoming quiet and withdrawn. Teams that previously collaborated becoming siloed or tense. These behavioural changes are often the first visible indicator that something is wrong.

 

Absenteeism and sick leave patterns

Frequent short-term absences — particularly on Mondays, or before and after specific events — can indicate that someone is avoiding a person or situation. A previously reliable employee who starts calling in sick regularly deserves a genuine check-in, not an assumption about work ethic.

 

The person who always needs to “check with” someone else

An employee who is capable of independent decision-making but consistently defers to or seeks approval from a specific colleague — sometimes excessively, sometimes anxiously — may be navigating a dynamic they haven’t felt safe to raise.

 

Complaints that don’t come through formal channels

Informal mentions — “so-and-so is a bit difficult to work with” or “I just try to avoid certain situations” — are often the only signal someone will give before they resign. Take them seriously and ask a second question.

 

High turnover in a specific team or under a specific manager

If people keep leaving one area of the business, and the business keeps attributing it to external factors, it’s worth looking at what those leavers have in common. Often the answer is a single person.

 

What to do when you see these signs

 

Book a free 30-minute consultattion at Blue Kite HR Consulting