If a boss or a co-worker is constantly insulting you or your performance, putting you down, yelling at you or stealing credit for your work, you're dealing with a workplace bully. Approximately 35 percent of Americans have been the victims of bullying, according to a study by the Workplace Bullying and Trauma Institute in conjunction with Zogby. Workers must take action and confront the individual if they want to stop bullying in its tracks.
Many workers have a hard time finding the courage to confront bullies — but by doing nothing or going along with bullying behavior, they are enabling it. Employees enable workplace bullies by allowing inappropriate behavior to persist in professional situations, avoiding talking about negative feelings and venting about the workplace bully rather than taking the matter to HR.
Take a first step towards resolution by setting a limit concerning how much of this behavior you are willing to allow, and prepare a response for when you reach this limit. Describe the workplace bully's unwanted behavior to him in an objective fashion, and explain how this is impacting your work. Warn the bully that you do not plan to continue to put up with this behavior.
As frustrating and hurtful as workplace bullies are, they are still human. They may be lashing out because they don't feel a sense of safety, worth or belonging in the workplace, causing them to have what can be equated to an adult temper tantrum. Having a conversation about what the bully wants and what achieving it would do for him can help you understand the motivation behind the behavior.
If the workplace bully is higher up on the employment ladder or if confrontation does not solve the issue, document each instance of bullying behavior with specific details as well as the date and time of the incident. If co-workers witnessed the bullying or are also victims, ask them to document incidents as well. If there is physical evidence of the bullying, such as an email or other correspondence, print out a hard copy to present to the HR department.
When bringing the issue up to HR, maintain a straightforward conversation that begins with naming the bully in question. Give details of the bullying behavior and the impact that it has on workers and their performance. Show any documentation at this time. If the HR professional agrees that a problem exists, work together to create a plan of action in which the bully's progress can be measured.
Proactive efforts are often necessary to stop bullying in the workplace, but it can be a challenge to work up the courage to confront a bully. Consider practicing your response with a friend or in front of a mirror to be ready when the time comes to confront the workplace bully.
Photo courtesy of stockimages at FreeDigitalPhotos.net
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