Bullying at Work: Recognizing and Addressing Subtle Forms of Workplace Bullying
Are you noticing that you're consistently left off meeting invites at work? Do you feel like your co-workers always know about opportunities for advancement while you're left in the dark? Are you not receiving the same information as your colleagues, making it difficult to do your job effectively? And worst of all, do you have a boss who yells, talks down to you, or makes fun of you? If you answered yes to any of these questions, you may be experiencing workplace bullying.
Bullying in the corporate world can be difficult to recognize, especially when it takes on more subtle forms. As adults, we often believe that bullying is something we leave behind in school, and we may dismiss or make excuses for it in the workplace. However, it's important to understand that bullying is never acceptable, and it can have serious negative effects on our mental health and overall well-being.
According to the Workplace Bullying Institute, approximately 30% of employees have direct experience with workplace bullying. Even in a remote work setting, where one might expect a decrease in bullying incidents, studies have shown that 43% of employees still experience bullying. This means that a staggering 48.6 million Americans are victims of workplace bullying.
Subtle forms of workplace bullying can be particularly damaging because they target a person's psychological safety, making it difficult to prove the existence of such behavior. Examples of subtle bullying include withholding information, giving backhanded compliments, micromanaging, spreading rumors, displaying passive-aggressive behavior, and using exclusionary body language.
Organizations must take proactive measures to address subtle workplace bullying. This includes creating a culture of respect and open communication, providing training to employees on recognizing and preventing bullying, and implementing clear reporting mechanisms. By fostering a supportive and inclusive workplace culture, the damaging effects of workplace bullying can be mitigated, leading to a more positive and productive work environment for all employees.
It's important to note that workplace bullying affects individuals of all genders, although studies have shown that women tend to experience subtle forms of aggression more frequently. The long-term effects of workplace bullying can be devastating, causing ongoing emotional distress and negatively impacting personal and professional lives.
If you find yourself in a situation where you're being bullied at work, there are steps you can take to address it. Find an ally, someone who can lend support and potentially advocate on your behalf. Educate yourself about the signs of workplace bullying and be vigilant in identifying such behavior. Take advantage of any reporting mechanisms available within your organization to ensure your psychological safety. Familiarize yourself with your employee handbook to understand the policies and resources available to you. And above all, lead by example by treating others with respect, empathy, and fairness.
Remember, the heart of any company is its people, and a healthy work culture is vital for success. Workplace bullying damages that heart, and it's crucial to take a stand against it. By recognizing and addressing subtle forms of workplace bullying, we can create a more inclusive and supportive environment where everyone can thrive.
Risha Grant, a DEI (Diversity, Equity, and Inclusion) and bias expert specializes in helping individuals navigate unconscious bias, microaggressions, and other behaviors that perpetuate discrimination and inequality in the workplace. Her book, "Be Better Than Your BS: How Radical Acceptance Empowers Authenticity and Creates a Workplace Culture of Inclusion," provides valuable insights on fostering an inclusive workplace culture.
LinkedIn is a highly popular job site, with over 60 million people using it weekly for job searches. It receives approximately 117 job applications per second. To make the most of your job search on LinkedIn, it's important to follow best practices, such as showcasing professional accomplishments in your banner and keeping your work experiences up to date. Utilizing the recommendations section on your profile is also highly recommended.
When it comes to asking for recommendations on LinkedIn, it is advisable to request them from individuals you have worked with, particularly those who can speak to your competence, commitment, and compatibility. It is beneficial to find someone with a well-established LinkedIn profile, preferably someone who was closely involved with you during a project. Recommendations from individuals affiliated with well-known companies or those in management positions carry more credibility.
Timing is crucial when asking for recommendations. Reach out to the person soon after you have worked with them, while your performance is fresh in their memory. When requesting a recommendation, inform them that you are building your LinkedIn profile and would appreciate their input. Remind them of the specific project or work experience you shared, highlighting the aspects you would like them to focus on in their recommendation, such as exceeding expectations or going above and beyond. Emphasize that even a short recommendation of one or two sentences would be greatly appreciated and assure them there is no pressure if they are unable to write one.
It is important to note that having too many recommendations on your profile is unnecessary, as recruiters may not review all of them. Quality prevails over quantity, so having up to three strong recommendations is typically sufficient and more impactful.