Workplace Bullying is a real issue for individuals in today’s workplace. Recent research found more than half of today’s workers asked report that 'workplace bullying has impacted them'.
As a consequence, it is wonderful to see an increase of information and discussion about workplace bullying. At the same time I wonder how useful the information is for individuals 'in practice'. People like you and I. People struggling with trying to figure out if they are a target of workplace bullying. There are at least three good reasons for this having difficulty clarifying if you are a target.
First the legal definition is what is we are provided with.
This definition is useful if you are interested in understanding your legal rights or in taking legal action. However, it is of little use for attempting to understand if you are a target and working out what action to take, in your best interest.
This is especially true if you would prefer to avoid the many horrid outcomes of workplace bullying. Legal definitions are for 'significant' workplace bullying, that you can provide adequate evidence of. In reality, I argue it is in individuals’ best interest to avoid experiencing significant workplace bullying.
Secondly, when experiencing something that feels unpleasant, caring kind people,
tend to take into account a number of things before considering the possibility of workplace bullying.
You may wonder if you've have done something to upset them? Or wonder if they are a little off today? After all we are all humans and you don’t want to be unreasonable. Sometimes you are just confused: because the action was subtle you are unsure if you imagined it or simply are so stunned you don’t really believe it happened.
A third reason is your perception.
It is important to take into account the potential for any individual to inaccurately evaluated what has happened. This is a challenging aspect of attributing intention to actions, and is key for the legal definition. Claimed intentions are easily denied, as they are not visible. It is critical we look at what is happening objectively. At the same time accept that our emotions have been stirred and matter. The practice of balancing objective self-trust and validation is important yet can be tricky.
In daily practice, to achieve a quality indication of whether or not you are experiencing workplace bullying you need a practical definition. A definition that takes into account not just the behaviours, that are occurring, but also the impact on you, the intention behind the actions and the reality we are all humans, who sometimes make mistakes.
A Respectful and practical definition, for workplace bullying, focuses on the impact of an action, the Respectful principles approach to behaviour, the reality of humanness, as well as intention and patterns of behaviour.
Using such a definition empowers individuals, like you, to Recognise actions that are not working for you and takes into account individual needs and abilities, in a simple and practical manner, so that you can take effective actions that Reduces the impact of actual or potential workplace bullying in your life.
No one needs to be confused about if they are targets of workplace bullying. A Respectful practical definition allows everyone to Recognise and distinguish actions such that they can decide for themselves what action to take to Reduce the impact of workplace bullying in their life! The reality is workplace bullying occurs more than we realise, we often don't Recognise. Yet when Recognised everyone can take action to Reduce its impact in their life.
Recognising workplace bullying is the first step to Reduce its impact in Your Life!