In a recent LinkedIn post, Shulin Lee addresses the critical issue of workplace bullying, urging individuals to recognize its subtle yet damaging manifestations. Lee clarifies that experiencing such behavior does not indicate personal failing, but rather points to a pattern of mistreatment.
Shulin Lee begins by asserting that those affected are not “crazy” or “too sensitive,” but are likely victims of bullying. The post then outlines six specific signs that indicate this is happening.
“Weaponised silence. No feedback. No praise. Just cold, calculated distance. → They know the silence unsettles you. That’s the point.”
Understanding the Tactics of Workplace Bullying
Shulin Lee meticulously details the various tactics employed by bullies, emphasizing that these actions are often deliberate and designed to exert control and undermine individuals. One of the key signs identified is “weaponised silence,” where a lack of communication and feedback creates an unsettling environment, a tactic Lee explains is intentionally used to destabilize the target.
Strategic Timing and Control
Another tactic highlighted by Shulin Lee is “strategic timing.” This involves actions like sending emails late at night or making urgent requests just before the weekend. Lee argues that this is not about genuine urgency but about “control,” designed to disrupt an individual’s work-life balance and create constant pressure.
“It’s not urgency. It’s control.”
The Art of Managing Up
Lee also points to the sign of “managing up, not down.” This refers to a situation where a person is perceived positively by senior management but creates difficulties for colleagues. Shulin Lee notes that such individuals may present two different personas depending on their audience, suggesting a calculated approach to manipulation.
Gaslighting and Plausible Deniability
The post delves into more insidious forms of bullying, including “gaslighting” and “plausible deniability.” Shulin Lee describes gaslighting as a process where an individual’s reality is quietly dismantled through denials, leaving them with a persistent feeling of unease. According to Shulin Lee, “plausible deniability” involves each harmful incident having an innocent explanation, making it difficult to prove a pattern of behavior, even though the cumulative effect is significant.
“Your reality is being quietly dismantled. One denial at a time.”
The Impact of Deliberate Exclusion
Finally, Shulin Lee identifies “deliberate exclusion” as a key indicator. This includes being intentionally left off email chains, excluded from important meetings, or consistently passed over for opportunities. Lee explains that this tactic aims to push the individual to the margins, isolating them within the workplace.
“You’re being pushed to the margins.”
Shulin Lee concludes by urging readers to recognize that not all workplace behaviors are harmless and encourages them to save and share this information with others who might benefit from identifying these signs. The post also directs readers to a full episode on the “After the Bar with Shulin Lee” podcast for further discussion.
📝 About This Content
This article is based on insights shared by Shulin Lee on LinkedIn.
📅 Originally posted on April 25, 2026 | View original post on LinkedIn →