Lana, (10/26/2008 11:46:25 AM)

This article is way out of touch with reality in the workplace. You can write sexual and racial harrassment policies, but bully policies will not work because they're subjective in nature, not objective like sexual or racial policies. There is no specially identifiable target like race or specially identifiable act like sexual harassment. The answer is for upper management to not promote the bullying kind in the first place or to demote them when they recognize the symptoms.

Peer Abuse, Los Angeles (10/27/2008 12:35:47 PM)

Hi, I am glad to see this. I think this article is right on target and about time people start to recognize it for what it is. This has gone on too long and I have been targeted twice in the workplace because of the constant critics and screaming mimi's. People should be able to go to work and do their job everyday without the added bs that they bring.

I think with a simple code of conduct, a policy against bullying and peer abuse (yes, its abuse!) could be developed. This problem is costing companies millions of dollars each year. People stay sick, productivity decreases and who can work in that kind of enviornment?

Keep up the good work, Gary! Keep raising awareness, it is so needed!

Regards,
Elizabeth Bennett
Peer Abuse Know More!

Ben Leichtling, (2/24/2009 2:33:12 PM)

Thanks for the post John.

Workplace bullies are school yard bullies grown bigger, nastier and slicker at creating pain, and justifying and defending themselves. They’re sneakier and more manipulative. They criticize relentlessly, spread rumors, backstab, take other people’s credit and extort obedience. They destroy teamwork, morale and productivity.

Ignoring the problem or begging, bribery or appeasement simply reinforce low attitudes and behavior at all levels. A major part of the problem are conflict-avoidant leaders, managers and co-workers who think that if we all talk nicely to each other or try to make bullies feel better, they’ll stop bullying or forming bullying cliques.

HR and unions usually won’t help unless it suits their interests at the moment. Of course it’s easier to stop bullies if someone at the top wants to wipe out bullying, but it’s not hopeless even if you can’t find a protector.

Often, the strong and clear voice of an outside consultant and coach can stop bullying behavior or empower managers and staff to remove these bullies. I’ve helped companies and even non-profits and government agencies create and maintain behavioral standards (team agreements, ground rules for professional behavior) that promote productivity and decrease destructive turnover (the business case for the company).

Also, individuals need 1-1 coaching to design effective tactics to fit their specific situations; not to be a better bully, but to catch bullies with smoking guns and with good documentation so you can shine a light on them. You may also need some leverage to get the company to act.

As I show in my books and CDs of case studies, “Eliminate the High Cost of Low Attitudes” and “How to Stop Bullies in their Tracks,” bullies are not all the same, but their patterns of behavior, their tactics, are the same. That’s why we can find ways to recognize and stop them.

If we don’t stop bullies, they’ll think we’re easy prey. Like sharks, they’ll just go after us more.

Don’t think like a helpless victim. Have the strength of character, courage, determination, resilience and skill our ancestors must have had in order to survive far worse than we face now.

Best wishes,
Ben