Even though, over the last few years, there has been a genuine and concrete effort to eliminate bullying in the workplace over the last few years, mobbing is still a disconcerting phenomenon affecting a large percentage of employees. According to studies and research, up to 35% of employees have experienced workplace bullying, with women being victims in most cases.

What is mobbing?

Mobbing is a harmful phenomenon that can affect both individuals and organizations. It can be defined as a deliberate attempt to force a person out of their workplace by using several techniques, such as humiliation and emotional abuse. It is a harmful and persistent form of psychological harassment, bullying, or mistreatment in a workplace setting. It involves a systematic campaign of negative actions aimed at individuals or groups, resulting in emotional, psychological, and even physical harm.

These behaviors may include verbal abuse, humiliation, isolation, sabotage, intimidation, spreading of malicious rumors, gaslighting, or any other actions intended to undermine the targeted individual's self-esteem, professional competence, and overall well-being.

How can we become aware of mobbing?

Detecting mobbing can be challenging, as it often occurs stealthily and subtly. However, some signs are common and indicate that someone is a victim and/or witness of mobbing in the workplace, such as:

Isolation: Targeted individuals and/or groups may be banned or excluded from social and professional networks.

Changes in Behavior: Victims may start showing stress, depression, or increased absenteeism from work.

Frequent Complaints: There are repeated complaints of mistreatment or harassment from one or more employees.

Witness Reports: Colleagues or coworkers may witness bullying behaviors and report them to HR or management.

Forms of Mobbing

Mobbing behaviors in the workplace can take diverse forms, and they typically involve recurring and persistent negative actions and behaviors directed at an individual or a group. These behaviors are often intended to harm the target psychologically, emotionally, or socially.

Verbal Abuse

Verbal abuse is a form of emotional abuse where someone uses their words to intimidate another person and gain control over them. Some examples of verbal abuse can be shouting, name-calling, derogatory comments, insults, and offensive language directed at the target. Verbal abuse can be both public and private.

Humiliation

Humiliation is defined as a situation when someone deliberately acts with the purpose of making someone feel inferior or inadequate in front of others. This involves jeering the victim in front of coworkers, belittling their contributions, or making sarcastic or derogatory remarks about their appearance, abilities, or even personal life.

Exclusion and Isolation

Excluding and isolating the target from work-related activities and social interactions, such as important meetings, events, or conversations is a form of mobbing. It can impact the target’s performance since being alienated from important events can lead to a lack of information necessary to complete their tasks.

Spreading Rumors and Gossip

Perpetrators may spread false or adverse information about the target, thus creating a hostile environment where others believe negative rumors and mistreat the victim.

Undermining Work

Intentional efforts to undermine the target's job performance, such as withholding necessary information, sabotaging projects, or stealing credit for their work, can be part of mobbing.

Threats and Intimidation

Threatening behaviors, both overt and subtle, may be used to intimidate the target. This can include implied job loss, demotion, or damage to the individual's professional reputation.

Ignoring or Discounting Contributions

Mobbing often includes ignoring or minimizing the target's contributions, ideas, or input during meetings or decision-making processes. This behavior diminishes the individual's sense of value, contribution and worth.

Overwork or Sabotage of Work-Life Balance

Mobbing can involve assigning the target an excessive workload, making it impossible to maintain a healthy work-life balance. Also, perpetrators may sabotage the individual's efforts to complete tasks or meet deadlines.

Micromanagement and Surveillance

A very obvious sign of mobbing is micromanagement and constant surveillance. Perpetrators may excessively micromanage the target's work, constantly monitoring and criticizing their every move while performing their tasks, implying the target’s skills are substandard.

Demeaning Assignments

Assigning tasks significantly below the individual's skill level or role can be a form of mobbing, as it undermines the person's professional self-esteem.

Physical Intimidation

While less common, mobbing can escalate to physical aggression or intimidation, including invading personal space, aggressive body language, or even physical confrontations.

How to protect yourself from mobbing

Protecting ourselves from mobbing can be challenging, especially when it comes to the work environment where we spend most of our days. However, there are ways to avoid being victims of such behaviors and repel any harassing attempts.

Detect Signs of Mobbing

Be aware of the signs of mobbing, which can include constant criticism, exclusion, humiliation, gossip, and isolation. Identifying the problem early is paramount because it can stop or eliminate it from the beginning.

Talk to the Perpetrators

If you feel safe doing so, consider addressing the issue directly with the individuals involved. Express your concerns calmly and assertively, and try to find a solution. Sometimes, people may not be aware of the impact of their behaviors.

Keep Records of Everything

It is helpful to document any incidents related to mobbing, including dates, times, places, people involved, and descriptions of the incidents. This process can be valuable if you need to report the issue or take legal action.

Seek Support

Talk to trusted colleagues, friends, or family members about what you're experiencing. Their support can be an emotional relief and may help you objectively evaluate the situation.

Review Company Policies

Familiarize yourself with your company's anti-harassment and anti-bullying policies. These policies may outline steps for addressing workplace harassment.

Report to HR or Management

Report the mobbing behaviors to your human resources department or a trusted supervisor. Provide them with your documentation and any evidence you've collected. Be prepared to discuss potential solutions, such as mediation or conflict resolution processes.

Consult an Attorney

If your attempts to resolve the issue within the company are unsuccessful, consider consulting an employment attorney. They can help you understand your legal rights and options, including filing a complaint or pursuing legal action.

Follow-up

After reporting the issue to HR or management, follow up to ensure that appropriate actions are taken to address the mobbing. Keep communication lines open and continue to document any further incidents.

Take care of Yourself

In highly stressful periods, prioritizing our physical and mental health is essential. Stress and anxiety can affect your well-being, so make sure you're getting enough sleep, eating well, exercising, and seeking professional help if needed.

Explore your Employment Options

Even if it is not always possible or desirable, consider whether it's in your best interest to transfer to a different department or team within your current organization or seek a new job.

How can Companies prevent Mobbing?

Combating mobbing in the workplace requires proactive measures, policies, and responsive efforts. A company that takes into serious consideration its employees' well-being and productivity should take some extensive steps to eliminate any mobbing incidents and prevent the development thereof.

Establishment of Clear Anti-Mobbing Policies

Companies should implement precise anti-mobbing policies that define mobbing, outline unacceptable behaviors, and emphasize the company's commitment to preventing and addressing mobbing incidents, taking into consideration the local legislation in force. These policies should also be communicated to all employees through employee handbooks, orientation and onboarding sessions, and regular training sessions.

Training and Education

Companies should provide training programs for employees, managers, and HR personnel to raise awareness about mobbing and its harmful effects. Training should include identifying early signs of mobbing, understanding the company's policies, and learning how to report incidents.

Immediate Investigation and Intervention

A well-defined process for investigating reported mobbing incidents promptly and impartially should be defined and implemented, and the companies should designate trained personnel or an internal investigation team to handle reports. Measures to protect the victim and prevent further harm should be instantly taken, which may include temporarily reassigning duties, separating the parties involved, or implementing no-contact orders.

Support for Victims

Mobbing can have a severe effect on employees’ well-being and productivity; hence, it is imperative that companies provide emotional and psychological support to victims of mobbing. Victims should be informed about their rights and the available resources for seeking help and legal remedies.

Mediation and Conflict Resolution

Mediation and conflict resolution techniques should be implemented to address underlying issues contributing to mobbing incidents. Trained mediators can facilitate open dialogue and guide impacted parties toward a resolution that promotes a healthier work environment.

Legal Compliance

The company should be familiarized with relevant employment laws and regulations related to workplace harassment and mobbing and ensure full compliance with legal obligations, including conducting thorough investigations, maintaining documentation, and taking appropriate legal action when necessary.

Accountability and Consequences

Companies should clearly define the consequences for individuals found guilty of mobbing, ranging from counseling and retraining to disciplinary actions or termination. The consequences should also be applied consistently to demonstrate the organization's commitment to a mobbing-free workplace.

Cultural Change and Prevention

Companies should aim to foster a workplace culture that values respect, inclusivity, and open communication, encourage employees to report early signs of mobbing, and create a culture where witnesses feel empowered to intervene or report incidents.

Leadership Commitment

The leadership of the company should take an active role in demonstrating a solid commitment to combatting mobbing. Leaders should set the example of respectful behavior and actively support anti-mobbing initiatives.

Preventing and combating mobbing in the workplace requires a multifaceted approach involving bold measures both from employers but also from employees.

Eliminating mobbing conduct is not just a matter of compliance with regulations and legislation; it’s imperative from an ethical perspective. Both companies and employees, in collaboration, can create workplaces where individuals flourish and succeed and organizations thrive along with them.