ALT-1 Strategies for Dealing with an Office Bully
Everybody has experienced bullying at some point in life, whether at school, in the neighborhood, or work environment. This form of behavior has been part of society since time immemorial, and has remained notoriously present within the framework of relationships, irrespective of the anti-bullying campaigns all over the country.
Office bullying creates an antagonistic and dysfunctional atmosphere that undermines the work environment by creating fear and anxiety; consequently interfering with the productivity of the affected employee. In most cases, the victim often considers quitting, solely because of the unhealthy working atmosphere created by the bully.
Office or workplace bullying is not limited to gender. In fact, a2007 surveyconducted by the Workplace Bullying Institute, a U.S. advocacy group, and polling company Zogby, indicated that bullying is not limited to men; women form some of the biggest workplace bullies. The survey found that Women make up 40 per cent of workplace bullies and 57 per cent of targets. In addition, female bullies target other women 71 per cent of the time.
There are a number of strategies that one can employ in dealing with an office bully. The first is to define limits. How extreme can you go in handling a bully’s advances? In defining your limits, you will study the reasons why office bullies behave as they do. It is worth it to note that most bullies are not necessarily psychopaths or mentally ill, but are simply aggressive, due to either a disappointing outcome on their part, or, are simply angry. They easily express their anger towards you, and all you are required to do is to take it in. Your limits will determine how much you can take in and what steps to take if those limits are exceeded.
The second strategy should be derived from the organization’s policies that address the relationships between employees. The general belief that ‘knowledge is power’ comes into play as you get acquainted with your organizational policies regarding such behavior. Find an opportune time to highlight the issue to your superiors. In case the bully is your immediate boss, it is advisable to go higher in the ranks until you get a hearing. Gather enough evidence to support your arguments and if necessary, request some counseling on how to handle the case. Your goal should be to help the bully find alternative avenues to express himself/herself and not to get them fired.
Why do you need evidence? Evidence is critical in highlighting the gravity of the situation. As mentioned earlier, bullies are not psychopaths or mentally ill. They are irrational when faced with bullying allegations. Naturally, they will adamantly lie against your accusations, and even attempt to turn the arguments against you. Evidence that is beyond doubt will protect you from such a dilemma.
The last strategy is to request a transfer, if no action has been taken against the bully. If a transfer is not possible, it is worth it to start looking for another job as a last resort, after exhausting all avenues to address the issue. Patience is critical for survival in the work place.
