So, the first step in putting an end to workplace bullying in your company is to learn how to tell if, when, and where it’s happening. Here are 5 subtle signals that your workplace environment may be home to some bullying:

Frequent use of the blame game.

Is there a person on your team who seems to always have an excuse for his or her performance? Does he or she frequently point fingers at someone else, using another person as a scapegoat? Responsibility has to lie somewhere: if someone is unwilling to take personal responsibility for their own actions or inactions, then chances are they’re attempting to unfairly shift that responsibility to someone else.

Minimising the thoughts, contributions, and feelings of others.

Having a patronising attitude toward someone is a subtle way of putting that person down and making him or her feel victimised. A team member who appears to make fun of, minimise, undermine, or discredit someone’s ideas or needs (especially on a consistent basis) could be bullying. They maylaugh derisively at someone’s thoughts or ideas; or physically disengage in communication by turning away and changing topic drastically.

Deceit and dishonesty.

We all tell white lies from time to time. But if a person has a pattern of frequently lying, raising false hopes, or saying they’ll do something and then failing to follow through, then this could be a sign that he or she is trying to take advantage of the people around him or her.

Intentional isolation by way of ignoring or excluding someone.

A sensation of “us versus them” can be seriously detrimental to the health and unity of a company. Team members may achieve this by purposefully not inviting someone to a work event or failing to include them in pertinent discussions, meetings, or projects. Purposefully underusing a team member or persistently delegating undesirable tasks to him or her (especially if they fall within many people’s job descriptions) can also be seen as an attempt for separation.

An example of this is, ‘ghosting’, where the bully will ignore a team member’s attempts to communicate for legitimate work reasons, while they acknowledge other people’s communication that they consider more important. While this practice is, unfortunately, widely tolerated in Australia, it is, nonetheless, damaging.

Excessive flattery.

Going overboard on compliments and flattery is disingenuous at best; at worst itcan be a form of manipulation, persuading the target to check for the flatterer’s approval on any decisions or action. It can also be used as a prelude to more overt bullying, encouraging a person let their guard down, therefore becoming easier to manipulate.