Recognizing the problem

Bullying attacks and their consequences are no trivial matter but a problem for society as a whole. Every day, a great number of people become victims of bullying at their workplace - whether by coworkers or even their own supervisors. Those affected often shy away from defending themselves against these intrigues and harassment. Instead of standing up for themselves and their position and taking effective measures to reduce the problem, many victims stay silent out of fear for their job. This seemingly hopeless situation creates permanent pressure, which brings enormous physical and psychological consequences for those affected and should not be taken lightly.

Although well-meant jokes certainly belong to everyday work life and can make it easier, nobody should disregard or deliberately cross personal boundaries. Meanness and deliberately malicious acts at the expense of others count as bullying just as much as scheming or targeted exclusion from work groups. Antisocial behavior like this should not be tolerated or accepted under any circumstances, even though many of those affected first mistakenly look for the cause in themselves. An essential strategy for those affected is therefore first to recognize that something is being done to them and that they have the legal and moral right to do something about it.

[caption id="attachment_135" align="alignright" width="300"]Bullying at work Bullying at work[/caption]

Asking for support

More recent figures underline how explosive the topic is and make clear that bullying is long past being an isolated case. Those affected should be aware that they are not the only ones fighting these everyday hurdles. Besides support groups, a large number of associations have also emerged in recent years that support those affected in dealing with it day to day and stand by them actively.

However, the most important measure for coping with hostile attacks at the workplace is reaching out to other people. First, clearly demand that the bully stop the behavior immediately and permanently. If that doesn't work, then, provided they are not involved, the boss, supervisors, or a trusted person in the company are good options. Only when others know how serious the situation is can they act proactively and in the interest of the person suffering. Goal-oriented action to cope with it can therefore only succeed through openness, because what business owner enjoys the reputation of their company as a place of bullying and harassment?

In larger companies, it is especially advisable to consult the works council (in Germany, the Betriebsrat) for help, advice, and support. In serious cases, however, with irreconcilable differences or unwilling contact persons, those affected should definitely also seek psychological support. Beyond that, it is advisable to consult a lawyer.