Progress on inclusion hasn’t erased the undercurrents of authority-driven bullying. The Workplace Bullying Institute reports more than 28 million workers have been targeted by someone above them in the workplace, often through subtle, culturally tolerated acts.
Here’s a closer look at 10 ways power abuse takes hold, why it’s so hard to stop, and what organisations and individuals can do to break the cycle.
1. Abuse Often Disguised as Leadership
Power abuse in the workplace isn’t always obvious. It can come disguised as management decisions or company policies. As Dr Kennette Thigpen Harris explains, “Power abuse in the workplace refers to the exploitation of authority or positional power to exert undue influence, control, or manipulation over others, often at the expense of psychological safety and trust.”
These abusive behaviours can be normalised—especially when the abuser holds a leadership position it can turn into a toxic leadership.
2. Control Embedded in Everyday Management
Micromanagement, withholding information, public embarrassment—these are common tools of control used by abusive leaders. As Tamanna Ramesh puts it, “Power abuse happens when leaders exploit their authority to demean, control, or marginalise employees.”
Abusers often seek to diminish others in ways that outsiders might dismiss as discipline or tough love. But over time, these actions chip away at psychological safety.
3. Insecurity Fuels Toxic Leadership
Power abuse doesn’t always stem from malice. Sometimes, it’s rooted in insecurity. “Leaders who lack emotional intelligence or self-awareness may misuse power to compensate for perceived vulnerabilities or to maintain control,” says Harris.
Unchecked power feeds on itself. As Harris notes, “Unchecked individual power can impede or damage organisational culture by eroding empathy.”
4. Hierarchical Structures Enable Abuse
Many organisations still operate under rigid hierarchies that prioritise authority over empathy despite modern values. “Traditional power structures often prioritise authority and results over collaboration and well-being, creating environments where abusive behaviours are normalised or ignored,” says Harris.
These systems enable abuse by rewarding results regardless of how those results are achieved.
5. Victims Often Don’t Recognise the Signs
One reason power abuse persists? Many workers don’t realise they’re experiencing it. Without clear reporting systems or emotional validation, victims internalise the abuse.
They may fear being labelled oversensitive or worry that speaking up will hurt their career. Others simply don’t know where to turn. “People don’t always realise they are the victim of power abuse,” notes the source, “which allows it to go unchecked.”
6. Workplace Isolation Deepens Harm
One of the most subtle and corrosive tactics is the “group shun.” Abusers manipulate colleagues into participating—consciously or not—by creating a culture of fear. Over time, victims are isolated and gaslit, making them doubt their own experiences.
This coordinated silence not only protects the abuser but pushes others to become complicit. “That approach can lead to a ‘group shun,’ in which an individual is gradually ostracised by others in the workplace.”
7. Productivity Suffers Under Toxic Leadership
When people are afraid, they don’t innovate. They check out. “For employees at every level, power abuse leads to stress, anxiety, and reduced self-worth, often resulting in disengagement and turnover,” says Harris.
Whole teams suffer when trust erodes. Projects stall, communication breaks down, and high performers quietly leave.
8. The Health Toll Is Profound
The emotional toll doesn’t stop when the workday ends. “I’ve coached countless professionals who faced anxiety, burnout, and even career derailment due to toxic leadership,” says Ramesh.
The health impact is severe from sleep issues and weakened immune systems to depression,—and costly for employers since a stressed workforce is a sick workforce.
9. Legal and Financial Risks Mount
Victims often quit, but that’s not the end of the story. Legal and reputational risks are real—especially when protected characteristics are involved. As the source notes, “Companies face financial, reputational, and legal consequences—especially if abuse goes unaddressed or targets protected characteristics.”
Toxic leadership can cost a company its top talent, its credibility, and millions in legal fees.
10. Prevention Requires Culture Change
Organisations need more than a code of conduct. They need culture change. Harris urges companies to implement anonymous reporting systems and leadership development: “A company can thwart power abuse by implementing mechanisms for anonymous feedback and ensure timely responses to reports of abuse.”
She also promotes inclusive practices that shift away from top-down control: “Invite team members to co-create solutions, ensuring power is distributed equitably.”
On the individual level, Ramesh recommends the SAFE framework:
- Spot the issue
- Assemble evidence
- Find support
- Escalate or Exit
Conclusion
“When leaders intentionally elevate diverse voices and practise fairness,” says Harris, “they create workplaces where power is a tool for empowerment rather than exploitation.”
It’s not just about preventing harm—it’s about building a workplace where people can thrive. And that starts by recognising the quiet ways power gets misused—and doing something about it.