Definitions vary, but my definition of workplace bullying is any aggressive behavior associated with work and intended to cause physical or psychological harm to others. Social isolation harms others, usually psychologically, by depriving them of social contact within the workgroup, or, for that matter, anywhere at work. Because everyone's need for social contact is unique, bullies tailor the kind and degree of social isolation to ensure that the target finds it painful.
Here are some social isolation tactics used by bully supervisors on target subordinates.
- Assigning the target to a remote site with few co-located peers
- Assigning the target to tasks that require far more travel than peers must endure
- Assigning the target to tasks that prevent the target from participating in meetings face-to-face, while most other peers can
- Assigning the target to tasks that prevent the target from participating in meetings at all
- Assigning the target to tasks on which the target must work alone, while peers work on tasks that allow or require collaboration
- Inviting the target's colleagues to lunch, while excluding the target
- Implicitly or explicitly threatening any of the target's peers who engage in social connection with the target
- When group members go to lunch together, the bully supervisor sits at a table too small for everyone, relegating the target to another table, with as few peers as possible
Bullies whose targets are their own supervisors, or their peers, must use different tactics, but they rarely have difficulty adapting the above methods.
Three factors explain why bullies find social isolation tactics so attractive.
- Vicarious experience of psychic pain
- Most bullies are Unlike many other means of inflicting
harm, social isolation requires the
cooperation of everyone who has
social contact with the targetmotivated by a desire to inflict psychic or physical pain on others. Typically, they want to actually observe the target suffering. Social isolation provides the elation the bullies seek, if the isolation is complete enough to cause observable suffering.
- The thrill of power
- Unlike many other means of inflicting harm, social isolation requires the cooperation of everyone who has social contact with the target. By successfully isolating their targets socially, bullies receive validation of their power to enlist that cooperation.
- Social isolation, cleverly executed, is deniable. That is, if an investigation occurs, the bully can credibly deny having done anything with the intention of causing harm. And targets can't be certain that the isolation was carried out with the intention of inflicting harm. This makes social isolation a favorite tactic of the covert bully.
Some targets respond to social isolation by soldiering on, seeking an end to social isolation by trying to show they are unaffected. This only tells the bully that increased isolation or new tactics are necessary, because the tactics used so far aren't causing observable suffering. Anyway, ending the social isolation isn't the goal — ending the bullying is the goal. More on that next time. Top Next Issue
Is a workplace bully targeting you? Do you know what to do to end the bullying? Workplace bullying is so widespread that a 2014 survey indicated that 27% of American workers have experienced bullying firsthand, that 21% have witnessed it, and that 72% are aware that bullying happens. Yet, there are few laws to protect workers from bullies, and bullying is not a crime in most jurisdictions. 101 Tips for Targets of Workplace Bullies is filled with the insights targets of bullying need to find a way to survive, and then to finally end the bullying. Also available at Apple's iTunes store! Just . Order Now!
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More articles on Workplace Bullying:
- Some Truths About Lies: II
- Knowing when someone else is lying doesn't make you a more ethical person, but it sure can be an advantage
if you want to stay out of trouble. Here's Part II of a catalog of techniques misleaders use.
- Responding to Threats: I
- Threats are one form of communication common to many organizational cultures, especially as pressure
mounts. Understanding the varieties of threats can be helpful in determining a response that fits for you.
- How Workplace Bullies Use OODA: I
- Workplace bullies who succeed in carrying on their activities over a long period of time rely on more
than mere intimidation to escape prosecution. They proactively shape their environments to make them
safe for bullying. The OODA model gives us insights into how they accomplish this.
- How Targets of Bullies Can Use OODA: II
- To make the bullying stop, many targets of bullies try to defend themselves. But defense alone is not
sufficient — someone must make the bully stop. That's why counterattack is much more likely
- See No Bully, Hear No Bully
- Supervisors of bullies sometimes are unaware of bullying activity in their organizations. Here's a collection
of indicators for supervisors who suspect bullying but who haven't witnessed it directly.
Forthcoming issues of Point Lookout
- Coming June 3: Capability Inversions and the Dunning-Kruger Effect
- A capability inversion occurs when the person in charge of an effort is far less knowledgeable about the work involved or its purpose than are the people doing that work. In capability inversions, the Dunning-Kruger effect can intensify group dysfunction, sometimes severely disrupting the effort. Available here and by RSS on June 3.
- And on June 10: They Don't Reply to My Email
- Ever have the experience of sending an email message to someone, asking for information or approval or whatever, and then waiting for a response that comes only too late? Maybe your correspondent is an evil loser, but maybe not. Maybe the problem is in your message. Available here and by RSS on June 10.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenmhXARWRMUvVyOdHlner@ChacxgDmtwOKrxnripPCoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
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- The Power Affect: How We Express Our Personal Power
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