Workplace bullying, also known as mobbing, is one of the most invisible yet harmful forms of psychological violence in professional settings. In this article, we explore in depth what it is, how to identify it, and, most importantly, how to deal with it through practical, legal, and self-care strategies.
1. What Do We Mean by Workplace Bullying?
Workplace bullying is defined as a set of hostile, repeated, and systematic behaviors directed toward an employee with the intention, conscious or not, of isolating, humiliating, or deteriorating their working conditions. It is not a one-time conflict or a high-performance demand but a sustained pattern that undermines psychological—and often physical—health.
The phenomenon has been thoroughly studied since the 1980s thanks to researchers like Heinz Leymann, who pioneered the concept of mobbing. According to his studies, bullying can be identified when hostile behaviors occur at least once a week and last for a minimum of six months.
The difference from a standard workplace conflict is clear: bullying involves an imbalance of power, an intent to cause harm (explicit or implicit), and a repetition that undermines the dignity of the employee.
2. Forms Workplace Bullying Can Take
Bullying is not always obvious. It can be explicit and crude, but also subtle and difficult to prove. Common forms include:
- Social isolation: ignoring the person, not inviting them to meetings, excluding them from emails or key decisions.
- Constant disqualification: public criticism, ridicule of ideas, mockery, or damaging rumors.
- Work disruption: task overload, assignment of irrelevant functions, or arbitrary changes in objectives.
- Threats and harassment: unfounded warnings of dismissal, excessive pressure, or veiled threats.
- Personal attacks: offensive comments about private life, discrimination based on gender, age, origin, or appearance.
The impact of these behaviors goes far beyond the professional sphere: it erodes self-esteem, generates anxiety, physical somatizations, insomnia, and, in severe cases, depressive symptoms or post-traumatic stress.
3. Warning Signs: How Do You Know If You Are Being Bullied?
When someone is experiencing workplace bullying, they often doubt their own perception. Questions such as “Am I being too sensitive?” or “Am I imagining this?” are frequent. Some warning signs include:
- Hostile behaviors are repetitive and last weeks or months.
- There is a power imbalance: the bully often has formal authority or influence over the group.
- You experience anticipatory anxiety before going to work, especially Sunday evenings or before meetings.
- You feel a progressive decline in your self-esteem and confidence in your abilities.
- You notice that your support network within the company is reduced or disappears.
- You present physical symptoms (headaches, digestive problems, insomnia) linked to workplace distress.
4. Effects of Workplace Bullying on Health
The consequences of workplace bullying go beyond the office. Various studies in clinical psychology and psychosomatic medicine have shown that this type of violence is associated with:
- Anxiety disorders: panic attacks, hypervigilance, social phobias.
- Depression: hopelessness, anhedonia, loss of general interest.
- Post-traumatic stress: flashbacks, avoidance of places or people, exaggerated startle response.
- Somatization: muscle pain, digestive problems, hypertension.
- Relationship problems: social withdrawal, family conflicts, reduced sexual desire.
The impact can be so severe that some people develop what is known as the “workplace bullying burnout syndrome,” a type of burnout worsened by harassment.
5. First Steps in Facing Bullying
Dealing with workplace bullying requires a dual strategy: protecting your psychological health and activating legal or institutional resources. The first steps include:
- Acknowledge what is happening: naming the situation as bullying helps stop self-blame and begin looking for solutions.
- Document evidence: record dates, times, places, witnesses, and save hostile emails or messages.
- Seek emotional support: talk to trusted people, family members, or a psychologist who can provide containment.
- Don’t isolate yourself: silence feeds the bully’s power; sharing your situation opens the possibility of receiving help.
6. Self-Care Strategies
While activating a formal plan, it is essential to care for your health to minimize the impact of bullying:
- Rest routines: maintain regular sleep schedules and digital disconnection before bedtime.
- Physical exercise: walking, yoga, or moderate sports help reduce cortisol.
- Relaxation techniques: mindfulness, diaphragmatic breathing, or cardiac coherence.
- Professional support: psychotherapy to process emotional damage and regain self-esteem.
- Self-compassion: treating yourself kindly, avoiding self-blame for being in the situation.
7. How to Act Within the Company
In many countries, companies are legally obliged to ensure harassment-free environments. Some recommendations include:
- Inform human resources: present the situation in a documented and objective manner.
- Go to the works council or union delegates: ask for support and accompaniment.
- Activate internal protocols: many organizations have anti-harassment procedures.
- Request precautionary measures: separation from the bully, relocation, or temporary flexibility.
8. External and Legal Resources
If the company does not respond, external avenues exist:
- Labor inspection: filing a complaint for investigation.
- Labor courts: claiming violation of fundamental rights.
- Professional associations: in cases where the bully belongs to a regulated profession.
- Health care services: medical reports that document the impact on health.
It is advisable to seek specialized labor law advice before initiating any formal process.
9. The Role of Witnesses
Workplace bullying is largely sustained by silence. Witnesses, even if not directly involved, can make a difference:
- Do not engage in rumors or mockery.
- Offer emotional support privately.
- Provide testimony if an investigation begins.
10. Prevention: Creating Harassment-Free Environments
The best way to deal with bullying is to prevent it from occurring. Preventive measures include:
- Training in communication and conflict resolution skills.
- Clear and visible policies against workplace bullying.
- Confidential and accessible reporting protocols.
- Active monitoring of workplace climate by leaders and managers.
When companies foster a culture of respect, transparency, and collaboration, the likelihood of bullying decreases significantly.
Conclusion
Facing workplace bullying is not easy: it means recognizing a painful situation, confronting power structures, and, in many cases, going through a legal or institutional process. However, it is possible to overcome it. Documenting, seeking support, caring for mental health, and activating resources are essential steps. Work should be a space for growth and dignity, never for humiliation.