Where Does “Strict Leadership” End and Bossing Begin?
7/29/2025
Figure Baltic Advisory Leadership Development Expert Olga Dzene
Bossing – When the Aggressor Holds Power at Work
Although "bossing" is not a scientific term, it has become a well-established concept in Latvia, describing situations in which psychological abuse—also known as mobbing—is perpetrated by someone in a position of authority. Scientifically, the terms "mobbing" and "bullying" are more accurate: mobbing refers to an individual targeting another person, whereas bullying involves a group targeting an individual. Bossing typically refers to situations where a person with power, status, and decision-making authority in the workplace targets an employee. When a leader—who is expected to protect, support, and be trusted—becomes the perpetrator, it breaks the bond of trust in the workplace, often leaving little room for resolution.
The Line Between Strict Management and Bossing
It’s important to differentiate between bossing and a “strict management style,” which is not inherently negative. A strict leader sets clear boundaries, oversees processes, delegates tasks, and provides feedback. Even criticism, when fact-based, well-reasoned, and delivered privately rather than publicly, is not bossing. It is also acceptable for a manager to reassign duties or tasks based on business needs if such changes are justified. A single conflict with a manager does not automatically qualify as bossing. Bossing begins when the manager moves from professional leadership to personal attacks—when respect is lost, and behavior becomes manipulative, punitive, or intentionally exclusionary.
Exclusion, Communication Cuts, Violation of Privacy
Bossing typically manifests over time and tends to escalate. For instance, a manager may begin consistently ignoring an employee, humiliating them in front of others, or stripping them of meaningful responsibilities. Often, the employee is no longer provided with essential information needed for their job, is excluded from communication and decision-making processes, and begins to feel “erased” from the daily workings of the organization. These behaviors may be disguised as innocent rescheduling or oversights, but in reality, they serve as deliberate tactics to signal to the employee that they are neither valued nor wanted. Bossing can also involve violations of personal boundaries—for example, calling or messaging during evenings, weekends, or holidays and demanding immediate responses, which induces constant anxiety.
Why Do Managers Engage in Bossing?
There is no single answer. Some psychologists suggest that managers who resort to such behavior may have themselves experienced emotional abuse in their family, school, or past workplaces and have come to see such conduct as normal. A common factor is a lack of empathy—the inability to understand or care about others’ emotions. Bossing is almost always a conscious act, intended to harm the employee or push them out of the organization. Often, the manager perceives the targeted employee as a problem—perhaps because they think differently, perform too well, or stand out in some way. Jealousy, competition, a desire for control, or the urge for revenge may be at the root. Especially tragic are cases where the victim is a talented and capable professional seen as a threat. Instead of fostering their growth for the benefit of the organization, the manager chooses to inflict harm.
Victims Feel Ashamed and Blame Themselves
Why do so many remain silent about bossing? Fear of losing their job is one major reason. Others include not knowing what steps to take, fear that no one will believe them, or concern over retaliation and social isolation. Many victims feel ashamed or believe they are somehow at fault. But it’s crucial to understand that psychological abuse severely impacts both emotional and physical health—causing sleep disturbances, weight changes, worsening of chronic conditions, burnout, and depression. That’s why it must not be ignored.
The Role of Colleagues and Peers in Solving the Problem
Colleagues play a vital role in combating bossing. If you notice signs of abuse, don’t stay silent—spend time with the targeted person, even if it’s just a coffee break or lunch, to reinforce that they’re not alone. Keep them informed about what’s happening in the team, and make it clear that you see what’s going on and do not support it. If possible, report the issue to HR, an internal ethics committee, or external institutions such as the Ombudsman’s Office or the State Labour Inspectorate. Lawyers advise victims to document everything—emails, messages, changes in work schedules, instances of raised voices. Recording conversations is legal and can serve as valuable evidence. Ideally, organizations should have clear policies that define bossing and outline how employees can respond.
Bossing Is Not Just “Strict Leadership” or a “Tough Boss”
Bossing is a form of systemic psychological violence that damages not only the individual but also team morale, organizational reputation, and work quality. A leader who uses their power to humiliate rather than empower has no place in a modern work environment. True leadership is built not on fear, but on respect and collaboration.