How to Start Dealing with Workplace Bullying Today

Workplace bullying is a widespread issue that can have severe effects on both the victim's mental health and the overall working environment. However, even with this rise in awareness, many employees still suffer alone, not knowing how to react or who to talk to. Address this as a severe, long-term issue in workplace bullying. In this article, you will find the steps that need to be taken to address workplace bullying and ensure your work becomes a safer and more supportive place.

Recognising Workplace Bullying

First, you need to understand the bullying behaviour in the workplace. Bullying in the workplace is not always as absolute; it can prove to be more insidious. It could be a continual derogatory remark, negative feedback, and unwarranted criticism, spreading rumours about you, or deliberately excluding you from workplace-related activities like meetings and briefings, undermining your work, etc. These can occur in person, through email or other forms of digital communication.

Therefore, it is important to be able to tell the difference between occasional rudeness and deliberate intimidation over some time. Bullying is defined as persistent, deliberate behaviour to intimidate, humiliate or degrade the victim. If you spot the early warning signs, you can take action to nip the trouble in the bud.

Document the Bullying Incidents

As soon as you have identified that bullying is occurring, the next phase is to document all incidents in a very targeted manner. Documentation is critical when dealing with workplace bullying, and having a detailed record of what happened can help support your claims in the future. Include the date and time of each bullying incident, its location, and a detailed description in your documentation. Write down any witnesses that were there and how the incident affected you.

Follow up on these written records by saving any emails, messages, or other forms of communication that also show bullying behaviour. This proof could be indispensable if you take the problem further with HR or in court.

Confront the Bully

Confronting a bully directly is often part of handling workplace bullying, but only if you feel safe and comfortable doing so. While this step can be scary, often the bully is unaware that they are being bullied. If the bullying is not too severe, talking with them in private and sharing how their actions were hurtful may be enough.

If you do stand up to the bully, be clear on what behaviours of his or hers you do not like. Avoid accusations and frame feedback as "I" statements—for example, instead of saying, "You constantly cut me off," say something like, "I feel silenced often, or you talk over others in conversation." This may sometimes calm things down and solve the argument instead of inducing more conflict.

But if you think going against the bully may push them to lash out or worsen the situation, then you should skip confronting them head-on and proceed with other actions.

Seek Support from Colleagues

It may help to reach out to other office personnel you trust when you are experiencing workplace bullying. Talking to a trusted adult or someone who witnessed the bullying can help them feel less isolated and, if they choose to report it to you later, provide additional validity. You should be sure to select individuals whom you trust and who will keep things confidential.

Sometimes, your colleagues may have also been subjected to similar bullying behaviour. Uniting can also provide a stronger combined voice when confronting the problem with management or HR, making it harder for bullying to be dismissed.

Report the Bullying to Management or HR

Confronting the bully or getting support from colleagues is not a solution. You can then escalate and report this bullying behaviour externally by talking with your manager, operations or through the HR department. If you are dealing with workplace bullying, it is essential to follow the formal reporting process your company has for accusing misconduct. Just show them your receipts and let them know what you want from mediation, an investigation or another intervention.

In some instances, bullying complaints are not handled well. However, in some cases, HR is out to defend the company instead of promoting employees. In the meantime, should you feel that your complaint is not being addressed appropriately or if bullying persists, it may be time to elevate this further.

Explore External Support and Legal Action

This may require looking for external help if you are working in an organisation that is not responding positively to internal reporting of such incidents. You could also benefit from the advice of an employment solicitor or contacting a trade union or workplace bullying organisation. These resources are good for general information regarding your rights and some legal help options.

Moreover, addressing workplace bullying can also be a very distressing experience, and it may help to consult a professional mental health practitioner. A counsellor or therapist can provide support as you reflect on your experience and create a plan moving forward.

Legal action is possible if the bullying has been severe or your employer ignored it. In some cases, this may involve a claim for harassment or constructive dismissal. Though that might be considered an extreme step, it can also be a long and arduous process that is sometimes necessary for justice to prevail.

Creating a Safer Workplace for All

Addressing workplace bullying is more than just addressing the behaviour of one individual; it means creating a respectful and inclusive culture in your workplace. Employers must take reasonable steps to ensure that their workplace is free from bullying and harassment. This includes having anti-bullying policies in place, training for employees and management, and flat-out stating that it will not be tolerated.

If you are an employee, be there for your fellow employees and speak up if you see or hear of bullying at work. Get management to act proactively on the issue. Collectively, we can build institutions where all human beings are safe and will be treated with respect.

Conclusion

If you suspect any form of workplace bullying, act now. Identify the signs, document them, and seek support. The start of dealing with workplace bullying is essential when you see injustice, whether confronting the same bully, raising a complaint with HR or even seeking help from outside to build on your health and that of others. Every employee has a right to a workplace free of bullying and harassment.