If you’ve been in a work environment surrounded by more than one person, odds are you’ve come across a boss or even a peer who had the people skills of a vulture. They are the workplace bullies who prey on unsuspecting coworkers.
Is this just par for the course, or were you a victim of abusive conduct or maybe bullying?
The Workplace Bullying Institute, WBI (yes, it’s a real organization) defines abusive conduct and bullying as:
-Threatening, humiliating or intimidating behavior
-Work interference – sabotage – which prevents work from getting done
-Verbal abuse
For an act to rise to the level of bullying, the WBI says workplace bullying:
A 2014 survey by WBI showed that 27% of all persons interviewed had current or past experiences with abusive conduct at work, with the majority of the bullies being bosses.
Perhaps most bothersome was that the people surveyed felt that 72% of the time survey respondents spoke up, employers’ response was to deny, minimize, rationalize or defend the bullying behavior.
Another survey by the University of Phoenix in 2016 found that 75% of people had either experienced or witnessed workplace bullying.
This means that if you’re a leader in charge of a team, your first instinct may be to ignore what’s happening by rationalizing the behavior away. I know this to be true because I’ve been in that situation. The problem is that this can have very negative consequences, according to Forbes magazine.
In the short term, the target of the bullying – which can often come from a colleague on the same level – will experience a loss of confidence and increase in stress, leading to poor performance.
In the long term, research shows the target usually leaves the team. If that person was a great worker, this inaction caused the loss of a quality employee.
By letting the bully get away with it, you’re sending the message to everyone that you’re supportive or, at least condone that kind of behavior. The team witnessing the behavior is then forced to side with the victim, the bully or take no opinion on the entire matter. Finally, you could be exposing yourself and the company to unnecessary litigation.
What happens if you’re the one actually being bullied?
Here are a few steps suggested by Psychology Today:
1. Document it – When an incident occurs, send an email to yourself. It’s not only a chance to put your thoughts down, it comes with a date and time stamp. Talk about what happened, who was involved, how you felt threatened and your overall assessment of the situation.
2. Seek an expert opinion – Is what is happening actually bullying or are you just having a bad day or failing at something you should be excelling at? Find a trusted advisor who can tell you if what happened to you rises to the level of bullying.
3. Watch out for company culture and procedures – Depending on the culture of the company, they may require HR or your confidant to inform the bully if they are your superior. Some companies will take this very seriously, while others will sweep it under the rug.
I wish I could say that good always triumphs over bad in a workplace, but that is not necessarily true. Regardless of your role, if you are in charge or if you are the victim, speak up against bullying. If you are not satisfied with the results or not sure what to do, consult with a legal advisor to learn what options are available.
Are you a leader who needs to confidently lead during times of conflict? If so, let’s talk. Contact us to schedule a complimentary consultation at http://maricarmenpizarro.com/contact-mari-carmen/
