The rise of instant messaging, social media, and workplace collaboration tools has created new avenues for bullying behaviors in professional settings. 

Our 2024 Oh Behave survey, which included over 6,000 adults, found that bullying isn’t just a high school problem. Across all participants, 18% reported being victims of cyberbullying, representing a 3% increase from 2023. Whilst larger proportions of the younger generations reported having been cyberbullied, the percentages slightly increased for Gen X and the Silent Gen.  

When adults are bullied, it often occurs in the workplace. Tactics can range from sabotaging reputations to issuing threats and engaging in intimidation. Unlike workplace bullying before the internet, cyberbullying allows aggressors to harass, intimidate, or exclude others using digital platforms—often making it harder to detect and address. This also makes it easier for bullies to target their victims outside of the workplace.  

How cyberbullying manifests in the workplace

Workplace cyberbullying can take many forms, including email harassment, social media attacks, and text-based intimidation. Here are some of the most common tactics:

1. Email bullying 

• Aggressive or threatening language in emails 

• Copying management on emails to publicly shame a coworker 

• Excluding individuals from important email threads for malicious ends 

Example: Meredith, a new employee at a PR firm, noticed her colleagues emailing and texting each other while in the same room, then laughing at her expense. She later received an "accidental" email containing direct insults about her. 

2. Social media harassment

• Posting embarrassing or offensive content about a coworker 

• Excluding someone from workplace social media groups 

• Subtweeting or making passive-aggressive remarks on social media about projects or colleagues 

Example: An employer was held liable after an employee created a blog to mock a disabled coworker, offering money for embarrassing photos. Despite multiple complaints, the employer failed to take action, resulting in legal repercussions.

3. Text message bullying 

• Anonymous or automated threatening texts 

• Late-night or harassing messages

• Unwanted sexual advances via text 

Example: A newly promoted nurse received the same cryptic text message: "You should know better.” She received this text from 20 unknown numbers simultaneously. She later discovered that it was a coordinated attack by coworkers who were unhappy with her promotion. 

Common workplace cyberbullying tactics 

While the methods and mediums vary, some tactics appear more frequently than others: 

• Impersonation: Posing as someone else via email or messaging to spread misinformation. 

• Outing: Sharing personal or work-related secrets to humiliate a coworker. 

• Trolling: Posting inflammatory comments on workplace forums or social media. 

How to respond to cyberbullying  

If you or someone you work with is cyberbullied at work, report it to HR! Many employees don’t report cyberbullying due to fear of retaliation or being seen as overreacting. Victims might not see how it is a work-related issue, even though it very much is!  

And if you work in HR, work to create a culture where reporting is safe and encouraged: 

DO: 

• Take reports seriously and respond promptly. 

• Document incidents with specific examples. 

• Determine whether the bullying is an isolated incident or a recurring pattern of behavior. 

• Follow up with the victim on a regular basis. 

DON’T: 

• Don’t dismiss behavior as “workplace banter.” 

• Don’t force a face-to-face confrontation between the victim and the bully. 

• Don’t assume the victim will “just get over it.” 

Escalating the situation 

If the alleged cyberbullying behavior violates company policies, HR should take prompt action to issue warnings or disciplinary measures. And if threats or harassment are involved, legal or law enforcement intervention may be necessary. 

How HR and employees can prevent cyberbullying in 5 steps 

Preventing workplace cyberbullying requires a proactive approach. HR professionals and employees alike must take action to create a safer work environment. 

1. Report and document incidents 

• Employees should report any instances of cyberbullying to HR or management as soon as possible. 

• Keep records of emails, texts, and messages as evidence. 

2. Create and enforce policies 

• Workplaces should have clear anti-bullying policies that define unacceptable behavior. 

• Consequences for workplace cyberbullying should be clearly outlined and enforced. 

3. Foster a supportive culture 

• HR should encourage open dialogue about workplace bullying and offer training on how to identify and report it. 

• By promoting a culture of respect, workplaces can reduce incidents of digital harassment. 

• Employees play a crucial role in promoting respect and kindness every day in the workplace. 

4. Practice digital safety 

• Employees should review and update their privacy settings on social media accounts. 

• Avoid sharing personal information with coworkers who engage in toxic behavior. 

5. Escalate when necessary 

• If HR or management fails to take action, legal options may be available. 

• In severe cases where there is an immediate threat to safety, law enforcement must become involved. Call your local police department or 911. 

Take a stand against cyberbullying in the workplace 

Cyberbullying in the workplace is more than just an HR issue – it impacts company culture, employee mental health, and overall productivity. By recognizing warning signs and implementing preventive measures, organizations can create a safer and more respectful work environment. To learn more about security and cyberbullying topics, subscribe to our email newsletter.