Breaking the Silence: Confronting Bullying in the Workplace with Raina Gandhi

In today’s workforce, challenges like imposter syndrome, self-doubt, and, notably, workplace bullying continue to affect countless professionals, impacting both individual careers and organizational health. At the forefront of addressing these issues is Raina Gandhi, founder of Rising Tide Consulting, who has dedicated her career to empowering women to overcome professional obstacles and fostering supportive, respectful workplace cultures. With extensive experience helping women build confidence, assert their worth, and navigate the often turbulent corporate landscape, Raina brings unique insights into the psychological impact of workplace bullying and the actionable steps individuals and organizations can take to combat it.

In this interview, Raina sheds light on the nuances of workplace bullying, from recognizing subtle forms of mistreatment to addressing the mental and emotional toll bullying can take. Her advice highlights the importance of self-advocacy, building a network of allies, and creating organizational policies that promote accountability and respect. For anyone facing these challenges, Raina’s approach offers a path to resilience and empowerment, helping individuals reclaim their confidence and find success on their own terms.

Thank you so much for joining us, Raina! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?

Thank you, Stacey! I’m thrilled to be here. My name is Raina Gandhi, and I work with women navigating their careers, helping them overcome barriers like imposter syndrome, self-doubt, and challenges in self-advocacy. Through my consulting company, Rising Tide Consulting, I support women at various career stages, guiding them to understand their worth, develop their voices, and confront professional obstacles. I also collaborate with organizations that want to retain and advance female talent, promoting a workplace culture where women feel valued and empowered. These experiences shape the support I offer today as I strive to create workplace environments where women can thrive.

Bullying in the workplace is a powerful topic. Let’s start with the basics. How would you define it?

Workplace bullying is a form of repeated mistreatment that can involve threats, humiliation, or intimidation, leading to significant psychological distress for the targeted individual. It’s a toxic behavior that can often be subtle, so others may not immediately recognize it. Workplace bullying aims to undermine someone’s confidence and create an unhealthy power dynamic where the target feels helpless. This insidious behavior affects individuals deeply and can disrupt an entire team’s morale and productivity. It’s a pressing issue, especially since bullying, unlike harassment based on protected classes, doesn’t fall under legal protections, leaving employees without a clear recourse.

Can you tell us some common ways that bullying manifests in the workplace?

Absolutely. Workplace bullying can take on many forms, which I categorize into four main types. First, there’s the aggressive communicator, who uses intimidation through overt tactics like yelling, sending harsh emails, or using body language to unsettle others. The next type is the constant critic, who quietly diminishes others by belittling their ideas or questioning their competence. This form of bullying can be particularly damaging to someone’s self-confidence and ability to perform. The gatekeeper deliberately withholds critical information or resources to set their target up for failure, often leaving them without the necessary tools to succeed. Finally, the two-headed snake is the most deceptive—they act as an ally in public but undermine you behind the scenes, damaging your credibility in ways you may never directly witness.

How do individuals typically react when faced with this kind of behavior?

It’s a heartbreaking reality, but many people feel cornered and powerless when confronted with bullying. Often, individuals start doubting themselves and may even dread opening their emails for fear of criticism or passive-aggressive comments. This creates a stressful environment, draining their motivation and self-confidence, which affects job performance and leaves them emotionally exhausted.

How common is bullying in the workplace?

Bullying is more common than we might realize—around 30% of people report being bullied at work. Interestingly, about 60% of bullies are bosses, but 40% come from other positions, meaning this behavior can come from any level within an organization. It’s an issue that affects people across the board and is prevalent across industries. Knowing that nearly a third of employees face this toxic behavior shows us just how pressing the issue is and how much work we need to do to make workplaces healthier.

What are some ways people can combat bullying in the workplace?

Combating bullying can be challenging, but one of the most effective first steps is to address it early on. Sometimes, directly confronting the behavior can signal to the bully that their actions won’t go unchecked. Maintaining strong, assertive body language also helps in these situations—stand or sit tall, make eye contact, and project confidence. It’s also essential to document any incidents of bullying. Keeping detailed records of who was present, the actions taken, and the context can help substantiate your experience if you decide to report the issue.

What advice would you give to those afraid to confront the bully directly?

Confrontation isn’t easy for everyone, and that’s understandable. When direct confrontation feels too overwhelming, building a network of allies at work can be powerful. Talking with trusted colleagues, managers, or mentors can help you strategize and may even lead to informal support within the workplace. Self-doubt is often a result of prolonged bullying, and having people to lean on can remind you of your value and help you feel grounded.

How should people handle the emotional toll that bullying can take on their well-being?

Self-care is crucial. Engaging in activities that help you relax and regain a sense of balance can be very grounding. Maintaining a stable routine, even when work feels turbulent, can help anchor you emotionally. It’s also important to have an outlet—a trusted friend, family member, or therapist—to discuss the impact bullying has had on you. Verbalizing your experiences can lighten the burden and help you process emotions in a constructive way.

What role does HR play in dealing with workplace bullying?

HR’s primary role is to protect the organization, not necessarily the individual. That’s why it’s critical to approach HR with documented evidence that makes a business case for addressing the bullying, such as detailing how it impacts productivity, morale, and turnover. Making sure you’re clear about what you hope to achieve—whether it’s raising awareness or seeking direct intervention—can set realistic expectations about what HR may or may not be able to accomplish.

Is it ever appropriate to consider leaving a job due to bullying?

Absolutely. If you’ve exhausted other methods, sometimes leaving is the healthiest option. I’ve personally faced this situation; after repeated attempts to address the issue went ignored, I chose to leave. It’s a challenging decision, but sometimes protecting your mental well-being and professional integrity means finding a healthier environment.

What advice do you have for those who feel their self-worth is impacted by workplace bullying?

It’s essential to remember that the problem lies with the bully, not with you. Try to counter negative thoughts by focusing on facts—your accomplishments, your positive feedback, and the unique strengths you bring to your role. Surround yourself with people who affirm your value and worth. Bullying has a way of making us forget our self-worth, so having allies who remind you of your strengths can be a powerful tool.

How can leaders help prevent a culture of bullying?

Leaders play a pivotal role in shaping workplace culture. When leaders set a zero-tolerance policy for disrespectful behavior and follow through with consequences, it sends a clear message about what is and isn’t acceptable. Establishing group norms and team values around mutual respect and psychological safety is crucial. A culture of respect, backed by accountability, empowers employees to bring their best selves to work and contributes to a positive work environment.

What do you suggest organizations implement to prevent bullying from becoming a systemic issue?

Prevention is key. Establishing policies that set expectations for respectful conduct, training leaders to recognize and respond to bullying, and holding people accountable when they cross the line are all proactive steps. A healthy workplace culture benefits everyone, as it leads to higher morale, better productivity, and a sense of belonging that encourages long-term engagement and loyalty.

What are some common signs of a toxic workplace that people should watch out for?

A toxic workplace often has signs like high turnover, cliques, frequent gossip, and unchecked hostility. When you notice these behaviors repeatedly without consequences or attempts to address them, it’s a red flag. Toxicity breeds more toxicity, so being aware of these behaviors can help individuals protect themselves from becoming entrenched in a negative environment.

How can someone identify supportive people within a toxic environment?

Look for colleagues who demonstrate empathy and integrity—those who treat everyone respectfully and fairly. Spending time with these supportive individuals can create a sense of community within the workplace, helping you buffer against the toxic aspects. If you feel comfortable, sharing your experiences with trusted individuals can also provide a network of support and may even foster allies in your advocacy against bullying.

Is it common for childhood experiences to affect how people react to workplace bullying?

Definitely, our early experiences shape our responses to stress and conflict. For some, workplace bullying may trigger old emotions or insecurities from past experiences, while others may feel better equipped to handle it. Recognizing these emotional responses can help people process their reactions more objectively and decide on constructive steps forward.

What’s your advice for someone who struggles to speak up against workplace bullying?

Start by recognizing your own worth. You have a right to be treated respectfully, and the bully’s behavior doesn’t define you. Practice small steps of self-advocacy by setting boundaries. Over time, as you build confidence, speaking up becomes less daunting.

How can people avoid internalizing the bully’s criticisms?

The key is to stick to the facts and question the validity of what’s being said. Ask yourself, “Is this criticism actually true, or is it meant to undermine me?” Keeping a list of positive feedback from trusted colleagues or clients can help ground you in reality and reinforce your true value, offering a buffer against negative comments.

Are there organizational resources employees should look into for support?

Many organizations offer Employee Assistance Programs (EAPs) that provide confidential counseling or resources. Some workplaces also have employee resource groups (ERGs) for support. Using these resources can help you gain new coping tools and connect with others facing similar challenges.

Can creating healthy relationships at work help combat the effects of bullying?

Absolutely. Healthy work relationships foster an environment of respect and support, countering the negativity from a bully. When you have allies, you’re more likely to feel empowered and confident, making it harder for bullying to impact your well-being.

Lastly, what advice would you give someone struggling to maintain their confidence in a hostile work environment?

It’s essential to prioritize self-care and remind yourself of your strengths and achievements. Surround yourself with supportive colleagues or mentors who can help you maintain perspective. Focus on your goals and remember that your value isn’t defined by a bully’s actions. By reinforcing your sense of self-worth and building a network of allies, you can create a mental and emotional foundation strong enough to withstand negativity.

What services do you provide to help individuals and organizations dealing with issues like workplace bullying?

I offer executive and leadership coaching, as well as workshops and keynotes that focus on building respectful, inclusive work environments. For organizations, I consult on establishing policies and support structures that help retain and develop employees. My goal is to empower individuals and organizations to foster environments where everyone can thrive.

How can our readers further follow your work online?

Readers can connect with me on LinkedIn, where I regularly share insights and resources. My website, www.risingtideconsultingllc.com, is also a great place to learn more, though it’s currently undergoing some rebranding. You can also reach out to me directly at [email protected].

Thank you so much for sharing your valuable insights with us today, Raina. Your expertise and guidance offer hope and practical steps for anyone facing challenges with workplace bullying. We truly appreciate your time and commitment to helping create healthier, more supportive work environments for all.

Raina Gandhi is the founder of Rising Tide Consulting, where she focuses on empowering women in the workforce to overcome challenges such as self-doubt, imposter syndrome, and career obstacles. With a rich background in consulting, finance, and higher education, she helps individuals and organizations create supportive, growth-oriented workplace cultures. Raina offers executive coaching, workshops, and keynotes that emphasize resilience, leadership, and inclusivity. To learn more about her work or connect directly, visit her website or LinkedIn profile.