Have you ever been yelled at by your boss or coworker? Not just a raised voice in the heat of the moment but a truly angry outburst with personal insults and intimidation. If so, you’ve probably wondered if that kind of behaviour qualifies as harassment. The short answer is, it depends. While an occasional heated argument may be unpleasant but tolerable, repeated verbal abuse and hostility can constitute harassment and a hostile work environment.
If you feel like you’re frequently subjected to yelling, screaming, or verbal intimidation that makes you feel threatened or humiliated, that’s not okay. Harassment refers to behaviour that is unwelcome and offensive and interferes with your ability to do your job. Being repeatedly yelled at, insulted, and belittled can absolutely qualify. No one deserves to feel that way at their place of work.
What Constitutes Yelling in the Workplace?
Yelling in the workplace can include raising your voice in anger, screaming, or shouting at coworkers. Even speaking in an overly aggressive, intimidating tone can be considered yelling.
- Verbal abuse: Yelling insults, hurtful criticism, or using threatening language towards coworkers is unacceptable. This behaviour creates a hostile work environment and can be considered verbal harassment.
- Expressing anger: Yelling out of frustration or expressing anger in a confrontational way is not okay. There are better ways to resolve workplace conflicts that don’t involve aggression or intimidation.
- Repeatedly raising your voice: Consistently speaking to coworkers in a loud, harsh tone can make them feel disrespected and distressed. This form of harassment should be addressed, even if no insults are involved.
- Physical intimidation: Yelling while also behaving in a physically threatening manner, such as slamming doors or throwing objects, is a serious issue that should not be tolerated.
In general, any yelling, screaming, or shouting in anger directed at coworkers should not be tolerated. It is unprofessional behaviour that creates a hostile environment and hurts productivity and morale. If you feel you are being subjected to yelling that constitutes harassment, report the issue to HR or management right away. No one should feel threatened or unsafe at their workplace.
There are always better ways to communicate that don’t involve aggression or intimidation. Address issues respectfully and directly by speaking in a professional tone. Compromise and conflict resolution are key. Let’s make our workplaces supportive, collaborative environments where we treat each other with empathy, compassion, and kindness.
The Impact of Yelling on Employees
Being yelled at in the workplace can have serious negative consequences. It creates a toxic environment where people feel disrespected and upset.
Repeated yelling can cause anxiety and stress, affect mental health, and cause low morale in employees. No one deserves to come to work each day worrying they’ll be shouted at. Over time, the constant barrage of screaming and verbal abuse can lead to psychological harm.
Bullying behaviour like yelling also reduces productivity. When people feel attacked, they have trouble focusing and doing quality work. Some may avoid the yelling coworker as much as possible, causing communication issues. Others may quit to escape the unhealthy environment. Either way, the company suffers.
Managers and executives need to take workplace yelling seriously. It should not be tolerated or brushed off as an acceptable way to motivate teams or deal with disagreement. Policies against harassment and workplace bullying must explicitly prohibit yelling, screaming, and verbal abuse.
Training should be provided to help managers address issues respectfully and constructively. If yelling continues despite interventions, disciplinary action needs to be taken.
Promoting a positive company culture where all employees feel valued and respected leads to greater success. No one, regardless of position or authority, has the right to subject others to yelling or abuse. Make it clear that kind of behaviour will not be accepted, and be prepared to stand behind that message. Your employees and your business will benefit.
When Does Yelling Become Harassment?
When does raising your voice at work cross the line into harassment? It can be difficult to determine, but there are a few signs to watch out for.
Loss of Control
If a coworker frequently yells or shouts in an uncontrolled, irrational manner, such behaviour may constitute harassment. Uncontrolled anger that causes others to feel threatened or unsafe in their work environment is unacceptable.
Personally Targeted
Yelling that is specifically directed at one or more employees in a threatening, intimidating way could be considered harassment. For example, if a manager singles out certain staff members to yell at during team meetings or in front of coworkers, this behaviour is inappropriate and creates a hostile work environment.
Physical Aggression
Any yelling that escalates into physical violence or aggression is absolutely harassment and should be reported to HR immediately. Throwing objects, hitting walls or tables, or making threatening gestures are all examples of physical harassment.
Pattern of Behaviour
A single occasional raised voice may not constitute harassment on its own. However, if a coworker yells or shouts at others repeatedly and frequently, this pattern of behaviour could create an intimidating and toxic work environment, especially if complaints have been made and the behaviour continues. Document specific instances in case you need to report them to HR.
Feeling Threatened
Ultimately, whether or not yelling qualifies as harassment depends on whether it makes others feel genuinely threatened, intimidated, or unsafe at work. Trust your instincts—if a coworker’s yelling causes you distress, anxiety, or fear, report their behaviour to HR right away. You have the right to feel secure in your own work environment.
In summary, yelling that is frequent, uncontrolled, personally targeted, physically aggressive, or makes others feel genuinely threatened may constitute harassment in the workplace. Don’t hesitate to speak to HR if a coworker’s yelling behaviour becomes an issue.
Creating a Respectful Work Environment
Creating a respectful work environment requires conscious effort from all members of a team. While workplace conflicts are inevitable, there are steps you can take to build understanding and defuse tense situations.
Address issues directly
If a coworker’s behaviour is unacceptable, address it respectfully and privately. Explain how their actions made you feel and suggest a constructive solution. Give them a chance to respond, then listen with an open mind. Speaking with empathy and assuming good intent can lead to productive conversations.
Model positive behaviour
Treat your coworkers the way you wish to be treated. Remain courteous under pressure. Stay solution-focused instead of accusatory. Your positive behaviour and attitude will influence others and help create an enjoyable workspace.
Promote open communication
Foster an environment where people feel heard and respected. Encourage coworkers to share concerns openly and make an effort to understand different perspectives. When communication breaks down, tensions rise, and small issues can escalate into bigger problems. Make time for regular check-ins to discuss challenges, share feedback, and find collaborative solutions.
Address unhealthy behaviour immediately
Do not ignore disrespectful behaviour or “hope it will go away.” Confront issues like yelling, abusive language, or unfair treatment right away. Explain clearly and specifically how the behaviour negatively impacted you or your coworkers. Be prepared to report the incident to HR if the situation calls for it. Unchecked bad behaviour creates a toxic environment and erodes workplace culture.
Find common ground
Even in tense moments, search for shared goals and values. Compromise when possible. Look for win-win solutions instead of viewing the situation as a win-lose. Finding common ground and areas of agreement helps build trust and defuse conflict. With time and effort, you can turn a stressful relationship into a cooperative partnership.
Promoting a respectful work environment requires work, but the rewards of improved team dynamics, productivity, and job satisfaction make the effort worthwhile. By addressing issues constructively, modeling positive behaviour, improving communication, confronting unhealthy actions, and seeking common ground, you can build understanding and help create a workspace where everyone feels valued.
Strategies for Dealing With a Yelling Boss
Dealing with a yelling boss can be difficult and stressful. Here are some strategies to handle the situation professionally:
Stay calm and composed
Do not engage or yell back. Remain polite and professional. Respond in a courteous tone and avoid aggression. Take a few deep breaths to keep your cool if needed. Do not take the yelling personally, even if insults are hurled your way. Your boss’s behaviour says more about them, not you.
Do not argue or make excuses
Do not argue, make excuses, or blame others. This will likely only provoke more yelling. Accept responsibility if a mistake was made and have a plan to resolve the issue. Explain the situation objectively and focus on solutions.
Address the issue respectfully
Politely ask your boss if you can have a word in private. Calmly and respectfully explain that their yelling was inappropriate and unprofessional. Use “I” statements, like “I felt disrespected when you yelled at me in front of others.” You may also want to express how their behaviour impacts your work or motivation. Request that feedback be delivered in a composed, constructive manner in the future.
Get help from HR if needed
If the yelling behaviour continues, especially if it is frequent or makes you feel unsafe, report it to human resources. Explain the specific instances of yelling and how it impacted you, with dates if possible. HR should address the issue with your boss and work to resolve the situation. You may also want to start documenting other cases of yelling in case further action needs to be taken.
No one deserves to feel disrespected or fearful at their place of work. Do not remain silent if yelling persists, as this will likely only enable the behaviour to continue. Speaking up assertively and taking action can help remedy the situation so you feel comfortable and supported at your job again. With the right approach, you can stand up to a yelling boss and improve the work environment for yourself and others.
Steps for Reporting Workplace Harassment
If you believe you are experiencing harassment at work, whether by yelling or other inappropriate behaviour, you do have options. Here are the steps to take:
Report it to HR or your manager
As soon as possible, report the harassment to your human resources department or direct manager. Provide specific details about what happened, including dates and times. Explain how the behaviour made you feel and impacted your work. Your company is legally obligated to investigate harassment claims, so reporting is an important first step.
Document everything
Keep records of the harassment to support your claim. Write down verbal exchanges word for word, save inappropriate emails or messages, and note the dates/times of incidents. Get witness statements from coworkers who saw or heard the harassment. Documentation will help during an investigation.
You may file a formal complaint
If the harassment continues after reporting it verbally, you may need to file a formal written complaint. Revisit HR or your manager and provide all documentation of the inappropriate incidents. Be prepared to formally charge the harasser with unlawful harassment. The company will have to take action by either disciplining or terminating the harasser. Here is a Sample workplace harassment complaint letter which you can use.
Contact outside groups for help
If your company does not take appropriate action after reporting harassment, you may need to get outside help. Contact government agencies like the EEOC or the Department of Fair Employment and Housing and file a complaint. You may also report the company to the police if you feel physically threatened, face unwanted sexual advances, or feel unsafe. As a last resort, you may need to pursue legal assistance regarding a harassment lawsuit.
No one should have to deal with harassment at their workplace. By following these steps, you are taking action to establish boundaries, protect yourself, and make it clear that yelling or other harassment will not be tolerated. Staying silent will only enable the behaviour to continue. Speak up—you deserve to feel safe and comfortable at your job.
Laws and Policies Protecting Employees
As an employee, you have certain protections against harassment in the workplace. Several laws aim to prevent intimidating behaviour that could create a hostile work environment.
Title VII of the Civil Rights Act of 1964
This federal law of the United States prohibits harassment in the workplace based on race, color, religion, sex, or national origin. If yelling and screaming by a manager or coworker is frequent or intense enough to alter the conditions of your employment and create an abusive working environment, it may qualify as harassment under Title VII.
Age Discrimination in Employment Act of 1967 (ADEA)
The ADEA protects employees over 40 from age-based harassment and discrimination. If the yelling and verbal abuse are related to your age, it could be considered harassment under the ADEA.
Americans with Disabilities Act of 1990 (ADA)
The ADA protects employees with disabilities from disability-based harassment and discrimination. If the screaming and bullying behaviour is connected to a disability or medical condition, the ADA may offer you legal protection.
- Document specific instances of yelling, screaming, or verbal abuse. Note dates, times, what was said, and who witnessed it.
- Report the harassment to HR or a manager as soon as possible. Follow up to make sure appropriate action is taken.
- If the behaviour continues, you may need to consider consulting with an employment lawyer regarding the next steps to take, which could include filing a complaint with the EEOC or pursuing legal action.
- Some companies have anti-harassment and anti-bullying policies that also prohibit abusive behaviour like constant yelling, insults, and threats. Check if your employer has such a policy and report violations.
No one should have to endure a constantly hostile and abusive work environment. Don’t hesitate to stand up for your right to be treated with dignity and respect. While confronting the harasser directly can be an option, it may be safest to report their behaviour to the proper channels first. You deserve to feel safe and supported at your workplace.
Promoting a positive work culture without yelling
Set clear expectations
Make sure all team members understand expectations for work quality, deadlines, communication, and accountability. Provide specific examples and guidelines so there are no surprises. Discuss expectations regularly in team meetings and one-on-one sessions. When expectations are clear, there is less frustration and conflict.
Address issues promptly
Don’t let problems fester. Deal with challenges, setbacks, and disagreements promptly through respectful communication. Pull team members aside for a quick chat to get clarification and address concerns before tensions rise. Make time for longer, solution-focused discussions as needed. The sooner issues are resolved, the less likely yelling becomes an outlet.
Give constructive feedback
Offer balanced feedback, both positive and constructive, on a regular basis. Point out what’s going well and areas for improvement in a kind, caring way. Focus on specific actions and behaviours, not personal attacks. Explain how certain behaviours impact the team and work quality. Provide guidance on alternative approaches. Regular feedback helps build trust and understanding, reducing the likelihood of built-up frustrations.
Promote collaboration
Foster an environment where people feel heard, respected, and able to share ideas without fear of harsh repercussions. Encourage open communication, cooperation, and teamwork. Make time for brainstorming sessions where everyone can contribute. When the team collaborates, people develop empathy for different perspectives and feel more invested in outcomes. This makes yelling counterproductive.
Model the behaviour you want to see
As a leader, your behaviour sets the tone for the culture. Remain calm and courteous, especially under stress. Address issues and provide feedback with empathy, care, and respect. Admit when you make a mistake and work to improve. Say “please”, “thank you”, and “great job!” often. Your team will follow your lead, creating an uplifting environment where yelling has no place.
Promoting a positive culture without yelling requires effort and vigilance. However, the rewards of higher productivity, innovation, and work satisfaction make it well worth the investment. With clear guidelines, open communication, constructive feedback, collaboration, and leaders setting the right example, a yelling-free workplace can become the norm.
FAQ: Answering Common Questions on Yelling and Harassment
Yelling in the workplace is a complex issue that often brings up questions. Here are some of the most frequently asked ones:
Is yelling considered harassment?
Not always. Harassment refers to behaviour that is threatening, intimidating, or creates a hostile work environment. A single isolated incident of yelling may not constitute harassment. However, if the yelling is frequent, targeted, or abusive, then it can cross the line into harassment. Some things to consider:
- Does the yelling create an intimidating, hostile, or offensive work environment?
- Is the yelling directed at a particular person or group in a discriminatory manner?
- Does the yelling involve threats, slurs, or physically intimidating behaviour?
If the answer is yes to any of these, the yelling may qualify as harassment.
Should I report yelling to HR?
This depends on the situation. If the yelling makes you feel uncomfortable or afraid, it is best to report it to HR. You should also report any yelling that involves threats, discrimination, sexual harassment, or creates a toxic work environment. However, for a single minor outburst by a coworker, it may be better to address it directly with them first before escalating to HR, especially if it was out of character. Explain how their yelling made you feel, and try to have a constructive conversation. If the behaviour continues after addressing it directly, then report it to HR.
What if my boss is the one yelling?
Being yelled at by a boss or manager can be particularly distressing. If their yelling behaviour becomes a pattern, document specific instances with dates and details. You may want to first schedule a meeting to address it professionally and directly. Explain that their yelling is impacting your work and well-being. However, if you feel unsafe to address workplace harassment directly or if the behaviour continues, report it to HR immediately. No one should have to endure an abusive work environment.
Does this help clarify some of the common questions about yelling and harassment in the workplace? Let me know if you have any other questions.
Conclusion
So there you have it. Yelling and screaming at coworkers can definitely constitute harassment and a hostile work environment. No one deserves to feel threatened or belittled at their job. If you’re frequently subjected to angry outbursts and aggression, don’t stay silent. Talk to your manager or HR department, or consider finding a new job where you’re treated with basic respect. You spend too much of your life at work to dread going in each day. And if you’re the yeller, take a hard look at how your behaviour affects those around you and make a change before you end up facing serious consequences. Anger management and learning better communication strategies can go a long way toward creating a happy, productive team. Staying calm and addressing issues respectfully – that’s the kind of workplace we all deserve.