We have all encountered workplace banter—the jokes, the laughs, the light-hearted jibes that can make the workday more enjoyable.
But here’s the tricky part: when does banter cross the line and become bullying? This can be very challenging as we all have our own “lines” and they are in different places for each of us, our “line” may even depend on who we are interacting with.
As HR consultants, we at enlightenHR have seen firsthand how easily those lines can blur, creating a toxic environment if it isn’t addressed. While light-hearted banter can be great for team morale, the wrong kind can damage engagement, undermine relationships, and ultimately erode your company culture.
What’s the Difference Between Banter and Bullying?
The simplest explanation:
- Banter: Mutual, playful, impersonal, not aimed as someone in particular, teasing that doesn’t hurt anyone. Everyone involved is “in on the joke.”
- Bullying: One-sided, persistent, and can leave someone feeling excluded, embarrassed, or even afraid. It might not be intentional, but the impact is what matters.
The real problem arises when one person thinks it’s “just banter,” while another feels it’s crossing the line.
The Ripple Effect of Crossing That Line
When banter goes wrong, it affects more than just the person on the receiving end—it can have a knock-on effect across the entire workplace.
- Morale Takes a Hit
Feeling singled out, even unintentionally, can leave people feeling isolated or undervalued. And let’s face it—no one does their best work when they feel that way. - Engagement Drops
When employees don’t feel safe or respected, they stop contributing, speaking up, and eventually just watch the clock until the day ends. - Your Culture Suffers
A culture that ignores or tolerates harmful behaviour becomes toxic fast. And once that happens, everything else—teamwork, productivity, recruitment, and retention—starts to slide.
How Can You Keep Banter from Crossing the Line?
- Set the Tone from the Top
Leaders should model respectful behaviour. When they’re mindful of their own words and actions, the whole team takes note. - Provide Training
Not everyone knows where to draw the line. Workshops and/or open discussions about respect and communication in the workplace can help. - Adopt a Zero-Tolerance Policy
Make it clear that bullying won’t be ignored—and follow through by taking action when issues arise. It’s important that everyone knows it’s ok to call out (“a quite word in your ear” away from everyone else) behaviour that makes them uncomfortable even if it’s not aimed at them or if they notice that it makes a colleague feel uncomfortable.
Need Help Navigating Tricky Workplace Dynamics?
If you are concerned that the line between banter and bullying is getting blurry – or you simply want to maintain a healthy, positive culture – we are here to help.
At enlightenHR, our goal is to keep your team engaged, supported, and thriving. Reach out to us, and let’s chat about how to ensure your workplace stays respectful, productive, and welcoming to everyone.
Holly Mapstone is an HR expert and specialises in helping those of you in the SME sector with all of your HR needs.
Consultancy allows Holly to be agile and to adapt her style and support to suit the needs of her clients. Building strong working relationships allows Holly to deliver improvements, while also aligning people strategy to business outcomes and promoting resilient and positive cultures.
Need Advice?
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
