It’s a question too many professionals have asked in silence:

Why do some workplaces ignore bullies—and protect them?

Even when multiple employees come forward. Even when reports are filed. Even when it’s clear the common denominator in the conflict is one person.

Still, nothing happens.

In some organizations, the bully holds influence—formally or informally. They may be high-performing, well-connected, or simply too “complicated” to confront. So leadership rationalizes it. HR remains silent. Colleagues say, “It’s just how they are.”

And the people being hurt? Their emotional and mental wellness becomes the sacrifice.

Research confirms what we know to be true:

• Workplace bullying increases stress, anxiety, absenteeism, and turnover (Lutgen-Sandvik et al., 2007).

• Bullied employees are less productive and more disengaged, often taking the trauma with them to the next job (Namie, 2021).

• Toxic tolerance corrodes trust—not just for the victim, but across the team.

So what message does it send when everyone knows and yet no one acts?

That performance matters more than people.

That silence is safer than speaking up.

That psychological safety is optional—not a priority.

But here’s the truth:

A high performer who destroys morale is not a high performer.

A culture that protects abuse is not a healthy culture.

And a workplace that ignores emotional harm is choosing short-term comfort over long-term integrity.

We must do better. Not just for compliance. But for compassion. For courage. For the kind of workplace we all deserve.

#LeadershipMatters #WorkplaceWellness #StopWorkplaceBullying #OrganizationalCulture #PsychologicalSafety #HRLeadership #PeopleOverPerformance #LinkedInVoices