You might understandably feel trapped and powerless, but there is a range of steps you can take to improve your situation. Workplace Bullying can be a devastating experience, leaving victims feeling trapped and powerless. In this comprehensive guide, we’ll explore the effective strategies you can employ to tackle this issue head-on and regain control of your professional life. Packed with actionable insights and real-world examples, this article is a must-read for anyone seeking to confront and overcome workplace harassment.

Discover the proven tactics to stand up to workplace bullies and reclaim your rightful place in the office. Continue reading to empower yourself and take back your workplace.

Genres

Workplace Dynamics, Conflict Resolution, Employee Rights, Mental Health, Professional Development, Assertiveness, Interpersonal Communication, Leadership, Resilience, Workplace Harassment

The article “How to deal with being bullied at work” by Pat Ferris provides a comprehensive guide for individuals facing Workplace Bullying. It delves into the various forms of bullying, from verbal abuse to social exclusion, and emphasizes the need to understand the underlying motivations of the bully.

The author suggests several strategies to address the issue, including establishing clear boundaries, documenting incidents, seeking support from colleagues and management, and, if necessary, escalating the matter to HR or legal authorities.

The article also underscores the importance of maintaining a positive mindset, building resilience, and prioritizing self-care to overcome the emotional toll of workplace harassment.

Review

This article is a valuable resource for anyone struggling with workplace bullying. The author’s clear and empathetic tone, combined with the practical, step-by-step advice, makes it an essential read for those seeking to reclaim their power and dignity in the workplace.

The article’s focus on building resilience and self-care sets it apart, recognizing that addressing workplace harassment requires a holistic approach. The inclusion of real-world examples and actionable strategies makes this guide a must-read for anyone seeking to navigate the complex and often-daunting world of workplace dynamics. Overall, this article sets a new standard for comprehensive and insightful content on this important topic.

Recommendation

​Everyone experiences conflict and disagreements at work at some point or other. Perhaps your feelings get hurt, or you suffer a lapse of judgment that inadvertently hurts someone else’s feelings. These infrequent experiences are not tantamount to bullying. Bullying is persistent, intentional maliciousness that will leave you feeling intimidated, undermined and deflated. If you’ve been a victim of workplace bullying, this Psyche article by therapist and consultant Pat Ferris will give you some solid advice and help you feel stronger.

Take-Aways

• ​​​​Workplace bullying involves repeated, offensive, malicious interactions in the workplace, and it affects around 20% of employees during the course of their career.
• The blame lies solely with the aggressor, not with the victim.
• If you’re being bullied at work, carefully document each incident.
• Further steps include prioritizing self-care, asking for support from others, reporting the behavior to HR or taking legal action.

Summary

​​​​Workplace bullying involves repeated, offensive, malicious interactions in the workplace, and it affects around 20% of employees during the course of their career.

Differing opinions, the occasional insensitive comment and even mild conflict are normal in any workplace. Workplace bullying is different; it is intentional nastiness that is marked by personal attacks and abuses of power. Bullying behaviors are unwelcome, recurrent, unreasonable and malicious, and research shows that they can cause harm to both mental and physical health.

“Workplace bullying is recognized across the world as a pervasive and damaging phenomenon.”

If you’re on the receiving end of this kind of behavior, you’re not alone. Around one-fifth of employees experience workplace bullying at some point in their careers.

The blame lies solely with the aggressor, not with the victim.

A bully is usually depicted as a narcissistic person who feels threatened by the victim and so belittles and demeans to feel more powerful and in control. Meanwhile, the stereotype of a victim is that of a conscientious, capable employee with a strong sense of justice who doesn’t kowtow to organizational politics. However, anyone can experience bullying at work, especially if the employee is someone who refuses to conform to the organizational culture.

“In some cases…the factors behind bullying behavior might not be apparent. No matter what the causes are, the responsibility for bullying lies with the perpetrator, not the target.”

When you are a victim of workplace bullying, the aggressor violates your need to belong, to have control of your life, to feel valued and to avoid distress. When a bully impinges on your needs, your mental and physical well-being suffer.

If you’re being bullied at work, carefully document each incident.

Start documenting each incident of harassment. Note the date, the location and the names of everyone who witnessed the episode, as well as how you responded and how the incident affected you. Tracking the frequency and impact of the behavior will help you recognize if it is tantamount to bullying. Documentation will also strengthen your case should you decide to take the matter to HR or seek legal action. Keep your record at home. Such logs have gone missing from workplaces, even when they were locked in a drawer.

“Many people who are exposed to bullying have a hard time describing their experiences, so writing them down soon after they occur can be useful. Most organizational policies ask for documentation if you seek an intervention.”

Don’t confront your bully if you are concerned for your personal safety, or if the bully’s behavior is characteristic, relentless and intentional. But if the harassment is out of character, if the bully is a new leader or seems to have arrived at a calmer, kinder state, you might suggest a one-on-one conversation to address the problem. Describe how the bullying affects you. Try using the following template: “I want to share how your behavior has impacted me. I am not sure if you know how much you roll your eyes at me in meetings [behavior]. I find that this affects my ability to participate and concentrate [impact]. I want to be able to participate well. I would appreciate more respect.” The aggressor might apologize and vow to change the behavior. If the apology seems sincere, you might agree to move on. But if the bully gets defensive or dismisses your complaints, you should reach out to others in your organization for help.

Further steps include prioritizing self-care, asking for support from others, reporting the behavior to HR or taking legal action.

If there were witnesses to the bullying, you might ask them to speak up on your behalf next time. Be wary of embroiling colleagues who are not involved in the conflict, especially if you’re motivated by a desire to turn others against the bully, or if you find yourself wanting to hurt the aggressor’s reputation. If that’s the case, turn to your friends or family for support instead.

If you lodge a report with HR, bring your documentation. The HR representative should listen, treat the conversation as confidential and explain the next steps. It’s likely that mediation or a formal investigation will follow. Be aware that formal investigations require your written consent and can be highly stressful. If necessary, seek legal counsel, but know that hiring a lawyer is costly and doesn’t guarantee results.

Look after yourself during this stressful time. Ensure you get enough sleep and eat well. Engage in physical activity, meditation or yoga to help reduce the stress associated with workplace conflict. Speak to a counselor or therapist. If the bullying continues, you could also request time off work to consider your options, and you might ultimately choose to leave your company to seek a better career elsewhere.

About the Author

Therapist and consultant Pat Ferris is the co-author of Dignity and Inclusion at Work, a handbook that addresses workplace bullying.

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