October is National Bullying Prevention Month, and while many people think of kids on playgrounds, bullying in healthcare is alive and well. Nurses and healthcare professionals experience bullying, incivility, and even violence every day. Sometimes these behaviors come from patients, from families, and sadly, sometimes from their own co-workers and leaders.
In a recent Coffee Break Podcast episode, I sat down with Dr. Jeff Doucette, Chief Nursing Officer at Press Ganey. We talked about workplace violence, the data behind it, and what leaders can do to stop normalizing toxic behavior. His message was clear: we have to stop treating abuse as “part of the job.”
The Reality of Bullying in Healthcare
Press Ganey data show that two nurses are assaulted every hour in the U.S.. And that’s only what gets reported. Behind those numbers are countless stories of nurses being yelled at, threatened, or demeaned.
And bullying isn’t limited to patients or families. Too often, it comes from inside our own ranks. Studies show that more than half of bullies in healthcare are in leadership positions. New nurses, in particular, are vulnerable, and many leave their jobs (or the profession altogether) because of it.
The consequences are huge: bullying leads to turnover, communication breakdowns, and even patient harm.
Why Leaders Matter
Culture starts at the top. Leaders set the tone for what’s tolerated and what isn’t. As Jeff shared, you can’t just say “zero tolerance” and then leave employees to fend for themselves. If someone is assaulted or bullied, real support matters, like counseling, advocacy, legal help, and a clear process that shows the organization has their back.
The good news? Leaders hold the key to change.
5 Practical Strategies for Leaders
The issue may be complex, but the solutions don’t have to be. Here are five strategies you can put into action right now:
- Set Clear Behavioral Expectations
Define what respectful behavior looks like…and what won’t fly. Communicate it often and hold everyone accountable, no matter their role. - Address Problems Quickly
When bullying or incivility happens, deal with it within 72 hours. Zero tolerance means real and quick action, not lip service. Delay only makes things worse. - Support the Target
If someone experiences bullying or violence, back them up. Offer resources, counseling, and advocacy. “Zero tolerance” only matters if people feel protected. - Create a Feedback Culture
Encourage open communication using tools like Radical Candor – care personally, but be direct. When feedback is normal, disruptive behavior loses its grip. - Model What You Expect
Respect, kindness, and professionalism have to start with you. If leaders don’t live it, no one else will.
Where Do We Go From Here?
This Bullying Prevention Month, I challenge you to take a hard look at your culture. Are your teams working in an environment where bullying, incivility, and violence are tolerated, or one where they’re addressed head-on?
We can’t afford to lose another great nurse to bullying. Together, we can create healthcare environments where nurses feel safe, supported, and proud to practice.
As Jeff reminded us, nearly 5 million nurses in the U.S. have a powerful collective voice. If we all commit to zero tolerance, we can change the culture of healthcare for good.
If you’re serious about ending bullying and incivility, grab a copy of my newly revised book, Enough! Eradicate Bullying & Incivility in Healthcare: Strategies for Front Line Leaders. It’s a step-by-step guide to help you finally stop disruptive behaviors and create the professional, respectful workplace your team deserves.
