Bullies succeed in the workplace, according to a Washington Post report in 2013 but those who are bullied at work can find success as well. Lynne Curry, human resources expert notes that staying calm, documentation, turning the tables, and finding a champion can help stop abuse and eventually help bullied employees concentrate on their job again. With approximately 60 million American workers affected by workplace bullying based on a 2017 survey done by the Workplace Bullying Institute, it is imperative for those who are bullied to deal with the issue head-on for them to achieve success in the workplace.
Mental and physical impact
Bullying contributes to occupational stress and based on numbers, 15% of mental health issues among American employees stem from bullying at work. The toll of workplace bullying on an employee’s mental health can be devastating. A study in Norway suggests that being bullied at work “is a precursor of suicidal ideation.” Prolonged exposure to bullies at work also increases an employee’s risk of heart disease, according to the Workplace Bullying Institute, The mental and physical impact of workplace abuse is undeniable and millions of Americans are going to have to deal with its long-term impact. According to workplace abuse expert Patria G. Barnes, bullying results in higher healthcare costs for employers and can also pave the way for needless litigation, absenteeism, and personnel turnover. Barnes adds that employers need to understand and address bullying in America’s workplaces to ensure the health and safety of their workers while workers also need to recognize the abuse so that they could take action to ensure their mental and physical health as well as save their source of livelihood.
Dealing with workplace bullies
In her book Beating the Workplace Bully: A Tactical Guide to Taking Charge, Lynne Curry notes the importance of grounding oneself when facing a bully. She writes that being calm will not make bullies happy. She also says that documenting what bullies do can give those who are bullied detailed accounts of the bullying. Later on, these accounts can help an employee’s narrative. While bullying, in general, was not defined as harassment for the longest time, Psychology Today noted in 2011 that the different states in the US were exploring legislation that will cover bullying. By 2015, all 50 states already had an anti-bullying law in place. It is still imperative for those who are bullied to defend themselves though and Curry says that turning the tables is a good move.
If a bully spews abusive statements, the bullied can ask his or her tormentor a question that begs for constructive information. Curry says that bullies usually have nothing constructive to say and are likely to back off from then and there. Finding a human resource personnel who will champion the health and well-being of employees is also a good idea, according to Curry because reporting a bully will prompt the human resource department to intervene on behalf of those who are bullied.
Put a stop to bullying
While anti-bullying laws are already in place, it is difficult to criminalize bullying in the workplace. Employees must take a proactive stance against bullies and determine, based on their documentation, if a bully has already broken the law. Bullies often target the weak, according to Donna Ballman, an employment attorney. Those who are considered weak by a bully are older employees, disabled workers or pregnant women. Belonging to said categories and being bullied due to these reasons is already illegal discrimination in the eyes of the law. Targeting those who have a different race, religion, sex, or skin color is also illegal discrimination. Employees must know their rights to put a stop to workplace bullying. When this is done, workers who were bullied can finally concentrate on their jobs and climb up the corporate ladder.
