Being treated unfairly in the workplace can be extremely stressful for the individual.
Examples of bullying behaviour could include unfair or unprovoked comments, rudeness, exclusion from team activities, or an unrealistic workload and deadlines. Not being given enough work can be just as debilitating as being given too much.
Standing Firm and Stopping Bullying Behaviours
Most people, when faced with a manager who reduces their confidence and belittles them on a daily basis, will choose to leave their role rather than stay and fight for justice. This is a natural "flight" reaction, but will mean that the manager in question does not learn to change their unfair behaviours.
If the situation does not improve through negotiation, it is worth speaking to the HR manager and beginning to protect against discrimination and unfair dismissal. The following steps are critical in ensuring that the manager does not succeed in forcing a good employee out of their role, for personal reasons.
Begin a Detailed Log of Events
Open a document at work that can only be viewed by the author. Take time every day to produce a log of events which are perceived to be unfair or bullying behaviour. Note down the time, date and nature of the bullying or unfair practices and what the employee in question has done to prevent it or improve the situation. This log will be invaluable should the employee select to take matters further at a later date.
Engage HR at the Earliest Opportunity
The HR department should be accustomed to dealing quickly and supportively with any issues that arise from a difficult or bullying manager, and bullying behaviour will not be tolerated in most organisations. Sound the department out to see what support it will offer prior to making an official complaint. Sometimes, an action as simple as a facilitated meeting could resolve the difficulties. Whatever support is offered, registering a complaint alerts the HR department of difficulties form the very beginning, making it better prepared as time elapses to resolve the issues.
Request the Support of Colleagues
It is very unlikely that a difficult manager has not bullied or victimised previous staff members who have had to move on in the past. Subtly try and find other people who have experienced a similar level of difficulty in working for the manager concerned. Not only will this provide evidence for HR should it come to that, it will also provide the employee concerned with reassurance that the attack is not personal. This should assist in boosting confidence and giving the member of staff the impetus needed to stop the bullying behaviour once and for all, through the correct procedures.
Contact Union Representatives
Many organisations have a union body which is there to provide support and guidance for just this sort of situation. Contact the union, where possible, to gain advice about how to proceed. If a company does not have a union representative, a local Citizens Advice Bureau can also offer support in dealing with the situation.
Don’t Be Afraid to Get Help
Often, working in an unpleasant environment can lead to health problems such as stress, depression or anxiety. Do try and seek help through a counselling facility if the company offers one, or consider undertaking some sessions of private counselling to reduce the burden of working in that environment, and becoming more settled with the situation and capable of dealing with it, with strength and renewed resolution. A sympathetic doctor will also be able to offer support and help, perhaps prescribing anti-depressants or counselling, and signing the employee off work if needed to provide some breathing space and perspective.
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