So You Want the Bullying to End: I

If you're the target of a workplace bully, and the situation is so severe that you cannot function, cannot sleep, are experiencing depression, are abusing family members, are considering suicide, or are fantasizing or planning illegal acts of revenge, staying on the job is a bad idea. It might even be the worst idea. If staying on is a clear and immediate danger to your health and safety, escape isn't cowardly — it's necessary and smart. Take paid leave, or take unpaid leave, or transfer internally, or find work elsewhere, or if conditions warrant, quit.

Some targets stay on because "I don't want to give him the satisfaction." That's understandable. But if your life, your health, your freedom, or the lives of loved ones are at risk, get out. Get help for getting out if you need it. Now.

If the situation is at least barely tolerable, if you're miserable and angry, but your health and safety aren't in immediate jeopardy, then you have options beyond escape, which is always an option. Let's look at some of them.

The possible outcomes include terminating the bully, or compelling the bully to stop bullying, or compelling the bully to find a new target instead of you. There are two classes of approaches to making one of these happen. First, you can seek an intervention by someone or some agency with the necessary clout. Second, you can do it yourself.

Seeking intervention by someone or some agency is a common approach, but results can be disappointing.

You can't rely on HR

Some targets believe that the Human Resources department can help: Surely they will intervene and make the bullying stop. Would that this were true. The people in HR might be sympathetic, but their choices are usually limited. Their primary function is to protect the employer. Typically, their actions are limited by the requirement that they not expose the employer to civil or criminal liability. There are exceptions, but cover-up and transfer are the most likely outcomes.

Legal approaches provide little relief

The nature and extent of legal protection for targets of workplace bullies varies dramatically with jurisdiction. Moreover, since the field is so new, you must use care in selecting counsel. Find a practitioner with specific expertise in workplace bullying. You might do better if you're a member of a protected class and you can approach the problem that way.

Management has its own agenda

Management's role The people in Human Resources
might be sympathetic, but
their choices are usually limitedis to help the organization fulfill its mission. Some managers might be helpful to targets of bullies, but most are focused on "getting the job done." Don't count on much, especially from the bully's supervisor.

Inb two weeks, we'll survey approaches you can take yourself.   Next issue in this series   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:

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Workplace touching can be friendly, or it can be dangerous and intimidating. When touching is used to intimidate, it often works, because intimidators know how to select their targets. If you're targeted, what can you do?

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 Workplace Bullies Use OODA: II

Workplace bullies who succeed in carrying on their activities over a long period of time are intuitive users of Boyd's OODA model. Here's Part II of an exploration of how bullies use the model.

Meeting Bullies: Advice for Chairs

Bullying in meetings is difficult to address, because intervention in the moment is inherently public. When bullying happens in meetings, what can you do?

Strategies of Verbal Abusers

Verbal abuse at work has special properties, because it takes place in an environment in which verbal abuse is supposedly proscribed. Yet verbal abuse does happen at work. Here are three strategies abusers rely on to avoid disciplinary action.

See also Workplace Bullying and Workplace Bullying for more related articles.

Forthcoming issues of Point Lookout

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And on December 18: Subgrouping and Conway's Law

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