Leaders in the workplace should make an effort to play an active role in their employees' workplace dynamics. It is important to be present and willing to help when problems arise in the workplace. 

Syracuse University

Some people in leadership positions take on a laissez-faire approach with their employees. This means that when conflicts arise, they feel it is best for those involved in the conflicts to work them out themselves. However, when bullying is present, an active leader is necessary to resolve the issue, and a passive-avoidant leadership style is not helpful. 

Laissez-Faire Leadership styles and how they can contribute to bullying. 

Agotnes, K., Einarsen, S., Hetland, J., &amp; Skogstad, A. (2018, July 2). The moderating effect of laissez-faire leadership on the relationship between co-worker conflicts and new cases of workplace bullying: A true prospective design. Wiley Online Library. 

The moderating effect of laissez-faire leadership on the relationship between co-worker conflicts and new cases of workplace bullying: A true prospective design

Allowing employees to try and figure their own problems out is a good strategy and can be beneficial to feelings of autonomy among employees. However, there are instances where intervention is necessary and helpful. Being too passive in a leadership position can lead to bullies in the work place worsening their treatment because they realize that there are minimal consequences for their behavior. 

Balancing intervention strategies for people in leadership positions. 

Laissez-faire (passive-avoidant) leadership styles can be harmful to a work environment. Most employees expect their superiors to be active and involved, and being thee opposite can negatively affect the functionality of the environment. This type of leadership style can result in increased stress among employees, more conflict, and emotional burnout. It allows for bullies to get away with their behavior because of their knowledge that they will not face consequences. 

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