How to Get a Bully in the Workplace to Leave You Alone
If you are experiencing bullying in your workplace, you're not alone. About 35 percent of American workers have been bullied at work at some point, according to the "Chicago Tribune." Bullying in the workplace often results in decreased productivity, stress and even health problems for workers that are being bullied. What's more, bullying is so prevalent in today's workplace that several states are considering legislation to make workplace bullying a crime. Until the law catches up with workplace bullies, it's up to employees to find solutions in their organizations.
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Instructions
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Understand what constitutes bullying in the workplace. Washington State Department of Labor & Industries defines bullying in the workplace as "repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate or undermine; or which create a risk to the health or safety of the employee(s)." Examples of bullying include unwarranted or unreasonable criticism, unjustified blaming behaviors, impossible or unreasonable deadlines and expectations, being singled out for maltreatment, exclusion and mistreatment.
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Take an honest look at your own workplace behaviors to be sure you are not misconstruing managing behaviors as bullying. If you are arriving to work on time, finishing tasks as assigned and on time, and doing your best work, it's difficult for your manager or other employees to legitimately find fault with your work, and it's more likely that behavior you perceive as hurtful truly is bullying.
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Document instances of bullying. When bullying occurs in person or over the phone, keep a record of the date, time, the circumstances of the incident and any witnesses to the incident. If the bullying is happening by electronic media, such as email, instant messaging or text messages, print off copies of the emails or instant messaging conversations, and contact your mobile phone service provider about obtaining copies of text messages.
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Consult with a counselor, mentor, or trusted friend or even legal adviser outside of work for an objective perspective. If an objective party agrees that the instances you have documented appear to be bullying, it's time to approach your organization's HR department or your bully's supervisor about this behavior.
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Approach HR or the bully's supervisor with your documentation calmly and carefully. Explain the impact that the bully's behavior is having on you, other employees, if applicable, and, most importantly, the impact that bullying is having on your organization's bottom line. Ask the HR representative or supervisor what can be done about the problem, and what steps they recommend that you take to make the situation better.
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Look for help outside your organization if speaking to HR or the bully's supervisor does not result in changes. Dr. Michelle Callahan recommends seeking advice from a labor attorney, and reminds employees that "it's really the company's responsibility to be observant and responsive to the needs of their workers and the general work environment. In the worst-case scenario you may need to leave your job or be prepared for a long hard fight with your bully and your employer."
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Tips & Warnings
If your workplace bully stalks you outside of work, or makes threats to your safety, call the police immediately.
