Zooming Out on Workplace Bullying: The Role of the Bystander

Author: Allie Kom, Editors: Courtney Keim and Lisa Kath

Despite efforts to reduce workplace bullying, prevalence rates remain high (Nielsen et al., 2010). Bullying, defined as repeated exposure to negative acts over a period of time (Einarsen, 2000), has historically been thought of as occurring between an instigator and a target (Pouwelse et al., 2018).

However, recent research has highlighted the role of bystanders in workplace bullying, indicating that bystanders are affected by witnessing bullying behavior and have a pivotal role in how bullying impacts the target (Ng et al., 2022; Nielson et al., 2024). Bystanders’ behavior may be the missing link to moving the needle on the prevalence of bullying in the workplace. Although instances of bullying can certainly expand beyond one-on-one exchanges (e.g., mobbing, Leymann, 1990), the advice that follows draws from research on bullying with a single instigator and target. Additionally, while these recommendations center on workplace bullying, the actions recommended here may also be helpful for those who witness broader workplace mistreatment (e.g., workplace aggression; Hershcovis, 2011).

Supporting Bystanders’ Personal Health and Well-being

Bullying impacts the health and well-being of the individual being targeted and those who witness the behavior. Being a bystander to workplace bullying is related to negative mental (e.g., anxiety, depression, burnout) and physiological (e.g., headaches, dizziness, nausea) symptoms as well as negative work attitudes (e.g., job satisfaction, job commitment, turnover intention) (Nielson et al., 2024). Scholars have attributed these effects to several different underlying mechanisms, including workplace injustice, psychological contract violation, and cognitive activation of stress (Nielson et al., 2024). 

However, bystanders do not have to sit by and let witnessing bullying impact their well-being. Two key strategies, seeking social support and intervening in the bullying encounter, can mitigate these effects.

Social support from supervisors and coworkers is a protective factor for the consequences of witnessing workplace bullying (Sprigg et al., 2019). Receiving support from others can help bystanders cope with the stress of witnessing bullying and the fear that they may be next (Báez‐León et al., 2016; Vartia, 2001). Seeking social support could look like talking to a coworker about the incident or discussing worries about workplace bullying with a supervisor. 

Another way bystanders can take an active role in reducing the effects of witnessing bullying is by intervening, such as informing the perpetrator that their behavior is unacceptable or verbally supporting the victim. Simply attempting to step in during the incident is associated with fewer mental health consequences for bystanders, as intervening supports a positive view of oneself and deters feelings of shame and guilt that may follow a failure to intervene (D’Cruz & Noronha, 2011; Nielson et al., 2021).

By seeking support and intervening in the bullying encounter, bystanders can decrease the negative effects bullying behavior has on their health and well-being.

Supporting Targets’ Health and Well-Being

Bystanders can react in a number of ways to witnessing workplace bullying. Bystanders can either have an active or a passive (i.e., do something or do nothing) role as well as a constructive or destructive (i.e., help or hurt) role (Paull et al., 2012). The combination of these two types of actions creates four types of reactions:

• Active constructive: Doing something to help the target
• Passive constructive: Silently supporting the target, but not taking action
• Active destructive: Joining in on the bullying
• Passive destructive: Silently supporting the perpetrator, but not taking action

These types of reactions can have different timing: during the bullying behavior and after the incident. Although supporting the target during the incident is best, the type of reaction is more important than the timing of the reaction for how the bullying behavior will impact the well-being of the target.

Reactions in the moment

Research indicates that those who do something to help (active constructive reaction) during the bullying event reduce the negative consequences for the target. Additionally, those who do nothing, no matter their motivation behind it, and those who join in on the bullying worsen the psychological consequences for targets (Ng et al., 2022). Targets of bullying likely interpret inactive behavior as silent support for the perpetrator, leaving them feeling further isolated and vulnerable (Lewis & Orford, 2005). These effects are widespread and can happen in virtual settings as well (Ullah et al., 2025). Support for the target of bullying can be shown in small or big ways, from pulling them aside and removing them from the situation, to telling the perpetrator that their behavior is unacceptable. 

Beyond individual help, supporting the victim may encourage other bystanders to help as well. Individuals often conform to the behavior of those around them in socially evaluative contexts; however, conformity decreases when at least one individual acts contrary to the group (Asch, 1956). Therefore, one employee taking a risk to support the victim can act as a catalyst for others to defy the norm of saying nothing and help as well. 

Reactions after the event

There are many interpersonal and situational factors that can keep an individual from standing up for the target during the bullying situation (Hellemans et al., 2017; Ng et al., 2020). Bystanders who want to help but do not feel comfortable standing up during the incident can take action after the event occurs (Ng et al., 2022). If an individual feels uncomfortable speaking up right away, other helpful behaviors include speaking to the target afterwards, speaking to the perpetrator afterward, or anonymously reporting the incident. These behaviors are still helpful in supporting the target of the bullying, as the bystander is demonstrating their support and identifying themselves as a resource to the target. 

Concluding Thoughts

So, what should employees do when they witness bullying? It seems that it matters less what you do, and more that you do something. Ideally, bystanders will have the presence of mind to support the target during the incident, but even if they don’t, taking constructive action after the incident is still valuable support for the target and the bystander. By taking action, bystanders can mitigate the consequences (and hopefully the prevalence) of bullying in the workplace.