Bullies must be brought into line – beginning now

Psychologist Evelyn Field reckons “we love to work”.

“It gives us an identity and a purpose. Work can be deeply satisfying but it can also be deeply injurious,” she says.

Field’s new book, Bully Blocking at Work, looks at how we can protect ourselves from workplace bullying.

It is the result of 10 years of work and is peppered with case histories revealing the wide range of people targeted by workplace bullies.

Taking immediate action is vital when dealing with bullying, even if that step is just reading up on the topic.

Field says “stress and trauma change the brain” as well as send some hormones soaring while suppressing others, which can lead to anxiety and depression.

“Often people don’t do anything until the situation has escalated and by that time (the target) is feeling quite injured and is unable to read and comprehend information,” she says.

Field recommends “looking confident” at work. In her book, she quotes a woman who upgraded her work outfits and personal grooming to convey a more confident air. Taking extra steps to look after your physical and emotional health is also a must.

“Bullies smell your fear, your vulnerability and that triggers something in them and they attack. Try to look confident and relaxed,” Field says.

If the bully feels threatened in some way by the target then “killing them with kindness” could soften their behaviour. Field advises taking an interest in their personal life or asking their opinion on work matters.

Another immediate step is to find a subtle way to put the bully on notice.

“Send an email asking for clarification of what is going on. For example, ‘Dear Jack, yesterday when we met in the corridor, were you just speaking loudly? I can’t recall anything I’ve done that might be an issue but am wondering if you were angry at me or just upset generally’.

“Or, ‘I note in our conversation that you said I had a poor attitude. Can you tell me in what way or provide some examples?'”

This will also start an email trail that can be used later if necessary.

Whatever the case, start making notes. Field provides a detailed list of what to makes notes on that includes incidents, impacts on your health and employer reaction and policies.

Consider putting the actions of the bully on the official record at work through an incident book or a report to human resources. Be warned though – the HR department represents the company, not the employee, so keep to the facts rather than use emotional descriptions.

Review your company’s policies on workplace bullying and its history. Field also urges senior managers not to turn a blind eye to a bully.

A Productivity Commission report released this year found the effects of workplace stress, including bullying, cost employers $10 billion a year through absenteeism and diminished performance, so taking action is good for the bottom line.

Managers are responsible for providing a safe work place free of discrimination, harassment and bullying, and can even be held personally liable for failing to do so.

“The only thing a manager has to do better than their staff is to manage,” Field says. “Once you notice something is happening, it’s time for a courageous conversation – ‘Jack, you have had six assistants in a short space of time, what is going on?'”

To be efficient, managers should have a high respect for group cohesion and collaboration, Field says.

“You achieve more as a team and so any distress, disagreement or unresolved dispute interferes with productivity.”

Write it down and get on the phone

As a managing lawyer at Trilby Misso, it’s part of Robyn Davies’ job to monitor calls to the law firm about workplace stress claims and psychological injuries.

Cases range from young apprentices humiliated and physically abused in a workshop to senior professionals subjected to manipulation and mental cruelty by their boss.

Davies says Trilby Misso has been receiving about 12 complaints a month but suspects “these numbers represent only the tip of the iceberg”.

“This is double the number of inquiries we were getting a year ago and bullying is now among the most common complaints we receive from workers seeking compensation,” she says.

“Many people who phone keep trying to cope but the longer they do, the worse their symptoms get until they reach the stage where they are suffering severe anxiety that requires medical intervention.”

Davies says those that have suffered an injury due to workplace bullying can make a claim through WorkCover Queensland or make a common law claim by approaching a law firm. To ensure a case is successful, she advises those encountering bullying to act immediately by keeping diary notes including the names of anyone who witnessed the events, and to report any incident officially.

Davies says some HR managers are reluctant to accept another manager may be a danger to staff.

“The average employee does not know what they need to prove a claim. They think because they have right on their side that that will be enough,” she says.

“Often witnesses to the bullying fear for their jobs, so they won’t come forward and make statements. It is very unpleasant when you are alleging bullying.”

While cases can be hard to prove, employers don’t always go unpunished. This year a court found a Melbourne waitress committed suicide after being subjected to “extremely aggressive and intimidating behaviour”. The owners of the cafe were fined $335,000 and three employees pleaded guilty for their roles in the bullying.

Trilby Misso has won a number of bullying claims, including a case involving an apprentice who was sent on false errands, subjected to verbal abuse and physically assaulted. The employer put it down to “fooling around” and failed to act. The apprentice suffered severe depression and couldn’t work.

“We served a notice of claim on his behalf but eventually settled his claim with WorkCover Queensland,” Davies says.

While the bullying happened a year ago, Davies says she checked up on the apprentice recently and was told by his mother that despite finding another apprenticeship in a better environment he was still plagued by the memories of his severe treatment.

“Workplace bullying is a major occupational health and safety issue but some employers just don’t get it,” she says. “All employers have a duty of care to their employees to provide a safe workplace.”