No Bullsh!t Leadership – Moment 147: Is Your Team Bullying You?

Host: Martin G Moore
Release Date: November 16, 2025

Episode Overview

In this punchy "Moments with Marty" episode, Martin G Moore explores the often-overlooked phenomenon of upward bullying—when teams or individual team members use psychological injury claims and workplace protections to intimidate and pressure leaders. Moore dissects how entitlement culture, risk-averse HR policies, and shifting workplace laws can hinder leaders from holding their teams accountable, sometimes even culminating in personal and family-level harassment.

Key Discussion Points & Insights

1. The Rising Tide of Work-Related Mental Health Claims

• Moore observes a marked rise in mental health issues and compensation claims in the workplace.

• Notably, in New South Wales, psychological injuries constitute almost 40% of all workplace claim values.

  "There's been an explosion in workers compensation claims for stress related causes, costing companies... countless billions of dollars..." (01:08)

• Many claims arise immediately following performance feedback, raising questions about their legitimacy.

2. Entitlement Culture & The Burden on Leaders

• Moore attributes part of the increase in claims to a growing entitlement culture in workplaces.
• Leaders often bear the brunt of employee issues—both work-related and personal.
• He questions the validity of attributing most psychological injuries directly to workplace events.

  "Most would be classified by an insurer as a pre-existing condition... claiming a psychological injury does seem like a convenient way out for someone who doesn't want to do the job they're being paid to do." (02:15)

3. Shifting Workplace Protections and Risk Aversion

• Laws are tilting in favour of employees, making companies more risk-averse and cautious.
• In disputes, the burden of proof now lies with the leader (the accused), rather than the employee (the accuser).

  "Any person who makes an allegation of bullying against their boss, no matter how spurious, is taken at their word and afforded enormous protection." (03:08)
  "It's the manager who has to prove his innocence, rather than their accuser having to prove their case against him." (03:19)

4. The Dynamics and Consequences of Upward Bullying

• Upward bullying: When employees use policy smokescreens or allegations to manipulate or intimidate their leaders.

• Some managers, especially in certain industries, feel forced to ease performance standards to avoid being falsely accused.

• Moore draws on his own experience at CS Energy, sharing how union organisers would openly defy leadership:

  "Some Union organisers were even brazen enough to say out loud, Marty Moore doesn't run this company, we do." (04:02)

• In regional operations, leaders and even their families faced severe social retaliation and harassment for maintaining standards:

  "Managers' wives would be ostracised... their kids would be bullied at school, their cars would be vandalised... they had to move house multiple times. You can't make this shit up." (05:03)

5. Holding the Line as a Leader

• When a team member threatens to "play the mental health card" after being held to account, it's a form of bullying from below.
• Moore's advice: Leaders must stand their ground—but only with support from above.
• If HR sides consistently with employees abusing the system, leaders must question if they belong there:

  "If HR tells you that your only option is to suck it up and go easy on someone who's clearly milking the system, then you have to ask yourself one very important question. Is this the place for me?" (06:10)

Notable Quotes & Memorable Moments

• On risk aversion and shifting workplace power:

  "Leading is hard enough without having the company tie both your hands behind your back." (06:35)

• On the importance of leadership support:

  "You can't do that without support from above." (05:50)

• On the realities of upward bullying:

  "Whenever this happens, it's important to hold the line." (05:48)

Timestamps for Important Segments

• 00:25 – Introduction of the episode’s theme: workplace mental health issues and entitlement.
• 01:08 – Data and trends in mental health compensation claims.
• 02:15 – Discussion on entitlement culture and the authenticity of some claims.
• 03:08 – Legal shift to favour employees; the burden on managers.
• 04:02 – CS Energy union anecdote.
• 05:03 – Real-life examples of personal consequences for leaders.
• 05:48 – Advice for leaders and the necessity for upper management support.
• 06:10 – When to walk away from an unsupportive environment.
• 06:35 – Closing challenge: "Is this the place for me?" as a critical leadership question.

Further Resources

• For deeper insights on upward bullying, Martin recommends:
  No Bullsh!t Leadership Podcast, Episode 345: "Upwards Bullying."

Summary Tone: Direct, forthright, and practical; Martin G Moore shares both statistics and candid personal experience, urging leaders to stay resolute and question their environment if not sufficiently supported.