Has People Management Changed?

Is assertiveness now being seen as bullying?

People management has evolved over the last 20 years. Many managers were trained to be more assertive with their teams in the past.

The workplace dynamic has evolved. Nowadays, assertiveness can be misinterpreted as bullying—especially if it lacks emotional intelligence or sensitivity to workplace dynamics. 

This shift is not necessarily about discouraging assertiveness. It’s more about redefining how it is applied in a more inclusive, well-being centred workplace.

Tone and Delivery Matter More Than Ever.

Assertiveness that is direct but lacks tact, empathy or respect can come across as aggressive rather than constructive.  

Employees today expect a more ‘collaborative and emotionally intelligent’ approach from managers.   

Higher Awareness of Workplace Well-being.

The workforce is, for whatever reason, less resilient than it was, say, 20 years ago. 

Mental health and psychological safety are now major priorities.  

What was once seen as “strong leadership” is often viewed as intimidation, especially if it creates stress or fear. 

Generational and Cultural Shifts. 

Younger employees and a diverse workforce often have an expectation of empathy, inclusivity, and emotional intelligence from their leadership teams.  

Traditional, top-down authority models are giving way to coaching and mentorship styles.  

The Thin Line Between Assertiveness and Micro-aggressions.

A firm, direct approach can be perceived differently by different people.  

Comments that seem neutral to one person can feel like micro-aggressions to another. This can depend on experiences, cultural backgrounds, or neurodiversity.

A coaching and supportive style will always produce better results for the manager, the team and the organisation.

Contact Improving Performance personal coaching for a no obligation discussion.