What Can Organizations Do About a Humiliating Boss?

by Denise Brandenberg

Unfortunately, many people don't outgrow their bullying tendencies in the schoolyard -- many workplaces have bully managers and bosses that regularly embarrass and humiliate their subordinates. If you have been notified of this type of behavior, there are many things you can do to remedy the problem. While there are no employment laws on this topic, employers do not have to stand by and tolerate it. Choose from several tactics, including warnings and strict probation periods.

Focus on the Behavior

One of the major keys to an effective coaching or warning conversation with the bully is focusing on the actual bullying behavior, rather than a perceived attitude or possible reasons behind the behavior. Prepare a list of specific examples of the bullying behavior before you meet with the accused, such as "called employee an idiot in department meeting" or "yelled at employee in front of five other employees." After you describe the behavior, clearly state what you expect the manager to do in future circumstances. An example would be, "Last Monday, you called an employee a moron in front of his three peers. Rather than name-calling in front of other employees, you should take the employee aside and tell him what type of work is expected, as well as learn if he needs further job training."

Give a Written Warning

If you have a bully boss in your organization, check your company's specific policies to see if you have a bullying clause. Bullying can sometimes fit under the harassment topic. If you don't have a bullying policy, you can still give him a written warning and put him on a probationary period. The written warning should describe the poor behavior, such as yelling or name calling. It also should clearly state the consequences of continued bullying, such as demotion or termination.


If the bully is a top company performer and you don't want to lose him immediately, consider putting him through a rehabilitation program, such as sensitivity training or a manager workshop. Give him the chance to see how his behavior has affected others and an opportunity to change. Perhaps he didn't realize how he was being perceived and thought he was just being a direct communicator. When you put him through additional training, it gives him a chance to see the error of his ways and allows you to know that you didn't fire someone too hastily.


If you work in an at-will employment state, you can terminate someone's employment for any legal reason, anytime. This may be appropriate if you have the warning conversation with the bully and he sees nothing wrong with his behavior and doesn't express any type of remorse. Rather than allowing him to bully some more or create more angst and negativity in the workplace, terminate him immediately. This will send the message that your organization doesn't tolerate this type of behavior and possibly prevent future bullies from humiliating employees.

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