Workplace Bullying - Take the Test

When it comes to the workplace bullying, there's no one-size-fits-all approach, as every individual is different in their approach and every victim is affected in a different way. According to the Australian Human Rights Commission, some of the more common signs of bullying are listed below.

Let's all take a look at the list below, and use it as a checklist to determine if you've ever experienced any of these behaviours directed at you in the workplace. I am going to take an honest approach and share my responses with you just to give you a flavour of what I've experienced directed at myself. Please note I don't cry over spilled milk, if I've done something wrong I will take responsibility and course correct, so for me to answer Yes its a reflective/sincere/objective response:

*Making fun of your work or you as a person (including your race, culture, sexual orientation, gender, education or economic background). Me: No.

*Excluding you or stopping you from taking part in activities– social or otherwise – that relate to your work. Me: No.

*Intimidation tactics to make you feel undervalued. Me: Yes.

*Sexual harassment eg. unwelcome touching and/or sexually explicit comments or 'jokes'. Me: No.

*Giving you pointless jobs that have nothing to do with your role. Me: Hell Yes!

*Setting you up for failure by giving you impossible jobs that can't be completed in the given time or with the resources provided. Me: Hell Yes!

*Physical harassment or intimidation such as grabbing, pushing, shoving or 'accidentally' hurting you with objects. Me: No.

*Deliberately changing your work hours, role or schedule to make life difficult for you. Me:Yes!

*Deliberately holding back information you require to get your work done effectively. Me: Hell Yes!

*Other signs of bullying that aren't as easy to quickly identify include:

Deception, inconsistency where guidelines and expectations constantly shift, not giving credit where credit is due or stealing ideas and contributions, and dishing out unfair criticism to make the employee feel inadequate and/or embarrassed. Me: Yes! Yes! Yes! (This is themost common occurrence - as difficult to prove).

This article is not intended to name and shame companies, because a lot of this criteria could have easily been justified by the perpetrator. More often than not, these behaviours are not reported or escalated. I've had Managers or Co-Workers (equal rank) do this to me. It's a real shame but also I'm grateful to have had those bosses as it taught me not to be that kind of person. I've also had awesome Bosses that have lifted me up on their shoulders and shown me what's possible before I even saw it within myself. For those bosses (you know who you are) I am forever thankful that you've been part of my life.

Bottom-Line: It's all based on the Intent behind the behaviour. Most of the times those that are dishing this out to Victims will deny or deflect their behaviours and companies are left with no option but to dismiss complaints based on "He said, She said", let's agree to disagree, its a "differing of management styles". Not ideal, not the perfect outcome but it happens a lot! What makes this worse is what companies choose to do with this type of behaviour. Statistics show that 75% of employees that escalate bullying in the workplace and then victimised by the Employer. Victimised could result in a range of actions: isolation and segregation, removal of certain priviledges, shortened timelines to deliver work compared with others or even getting a Performance Improvement Plan. What happens to the Bully?

Often times, the Victim may have reached crisis point, so the only time the Employer sees disharmony and conflict is when the Victim lashes back, creates an outburst or reports the ongoing covert bullying. By then the Employer is lead to believe that its the Victim that is the Bully not the Bully themselves.

No Limit Consulting is about helping these individuals, especially if they're in Leadership Roles where they are enduring this type of behaviour "derailing". Oftentimes, taking legal action or escalating to Fair Work Australia is not the answer. In some of my experiences I would have appreciated a remorseful "I'm Sorry" from the Perpetrator for their actions and things would have been fine. Or to be seen, heard and acknowledged by the Employer for them not being able to provide me the solution I was searching for. So I assist individuals with being seen, heard and acknowledged and create resourceful strategies to mitigate workplace bullying discretely and professionally.

I hope this article illuminates from a Victim's perspective the covert nature of the bully in the workplace and the importance of approaching all sides of the argument.

Paula Dunn - Founder & Director, No Limits Consulting is a Leadership and Culture Strategiest that loves helping Business Leaders Elevate their Execute Presence and enhance their Organisational Culture through her creation of Limited Edition Leaders Philosophy and Signature Programs. If you enjoyed this blog and like to learn more about "toxic behaviours in the workplace" I invite you to connect with me on LinkedIn and subscribe to my monthly newsletter (to be kept up to date with the latest information on Leadership, HR, Legal and Bullying matters) through my website www.nolimitsconsulting.com.au.

"All People are Created Equal, but not all Leaders are Limited Editions."