By Jane Atherton, HQN Associate

Aggression in the workplace is a problem that can significantly impact the wellbeing of colleagues. Whether it’s overt hostility or subtle forms of micro-aggressions or intimidation, it can create a toxic work environment that hinders collaboration, work performance, and personal and organisational success. In this blog, I’ll explore the various forms of workplace aggression, its causes, and effective strategies for managing and preventing it.

Forms of workplace aggression

Workplace aggression can manifest in several ways, including:

1. Microaggressions – these may be small comments, questions or behaviours that are inappropriate and/or can cause offence, sometimes without the person who’s doing it realising.
2. Verbal aggression – shouting, swearing and making offensive or derogatory comments are all examples. Verbal aggression can be direct or indirect, such as spreading rumours or making sarcastic remarks.
3. Physical aggression – though less common, physical aggression could include any form of physical assault or threats of violence. This can range from pushing and shoving to more severe forms of physical harm.
4. Passive-aggressive behaviour – this could include actions like giving someone the silent treatment, deliberately undermining others or withholding important information. Passive-aggressive behaviour can be just as damaging as more overt forms of aggression.
5. Cyber aggression – with the rise of digital communication, aggression can also occur online through emails, social media and instant messaging. This can include cyberbullying, sending hostile messages or excluding individuals from online groups.

Causes of workplace aggression

Understanding the root causes of workplace aggression is important for addressing and preventing it. Common causes include:

• Stress – high levels of stress and pressure can lead to frustration and aggression. This is often exacerbated by tight deadlines, heavy workloads and lack of support
• Poor management – inconsistent or unfair management practices can create resentment and conflict. Lack of clear communication, favouritism and inadequate conflict resolution skills among managers can contribute to a hostile work environment
• Workplace culture – a culture that tolerates or even encourages aggressive behaviour can perpetuate the problem
• Personal issues – colleagues dealing with personal problems such as family issues, financial difficulties or health concerns may be more prone to exhibiting aggressive behaviour at work.

Impact of workplace aggression

The impact of workplace aggression can be far-reaching, affecting both individuals and the organisation as a whole.

• Poor customer service – having a poor organisational culture that tolerates aggressive behaviour internally could lead to a lack of professionalism, care and empathy with your customers
• Decreased productivity – aggression can lead to decreased motivation and efficiency, resulting in lower overall productivity
• Increased turnover – a hostile work environment can cause high employee turnover, leading to increased recruitment and training costs
• Mental and physical health issues – victims of workplace aggression may experience anxiety, depression and other stress-related health issues. This can result in higher absenteeism
• Damaged reputation – organisations known for a hostile work environment can struggle to attract and retain top talent, damaging their reputation and employer brand.

Strategies for managing and preventing workplace aggression

Addressing workplace aggression requires a proactive approach. Here are some strategies that could help:

1. Promote a positive work culture. Foster a culture of respect, empathy, inclusivity and support. Encourage open communication and collaboration and recognise positive behaviour. Raise awareness of your organisation’s expectations for behaviour and professionalism.
2. Provide training. Offer training programmes on diversity and inclusion, conflict resolution, stress management and effective communication. Ensure that managers are equipped with the skills to handle conflicts and manage aggression.
3. Establish clear policies. Develop and enforce clear policies on workplace behaviour, such as a code of conduct or a behaviours framework. Ensure that colleagues are aware of these policies and understand the consequences of negative behaviour.
4. Support colleagues. Provide resources for colleagues to manage stress and personal issues, such as counselling services, wellness programs and flexible work arrangements.
5. Encourage reporting. Create a safe and confidential process for colleagues to ‘call out’ negative behaviour and forms of aggression. Take all reports seriously and investigate them promptly and thoroughly.
6. Lead by example. Leaders play a crucial role in setting the tone for workplace culture and behaviour. Leaders should role model respectful and professional behaviour.

Workplace aggression is a serious issue that can have profound effects on both colleagues and organisations. By understanding its causes and impacts, and implementing effective strategies to address and prevent it, we can create a healthier and more positive work environment. Fostering a culture of respect, empathy and support is key to preventing poor behaviour and ensuring the wellbeing of all colleagues.