When employees are high performers or have tight relationships with their bosses, they're more likely to avoid consequences if they mistreat colleagues.
We set out to investigate how people in positions of power view victims and perpetrators of workplace misbehavior. We first studied an organization that operates a chain of casual dining restaurants. We gave each employee a list of the names of every other employee who worked in their restaurant, and asked them to report who they were rude to and who was rude to them. We then asked managers to evaluate the behavior of each employee.
These two studies were telling, but they had an important limitation: Because employees who experience rudeness may also be rude themselves, as Chris has been with the organization almost 2 years and has a little more than 5 years of work experience. Chris appears to be a poor performer: sometimes late to work, doesn’t always work hard, not very knowledgeable on the job. Chris uses sarcasm that offends others, stares at others disapprovingly, and is cranky and short with coworkers. Coworkers sometimes avoid consulting with Chris when they would normally be expected to, make offensive jokes about Chris, and treat Chris as unimportant.
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