Definition
Mobbing (or bullying) refers to a confrontational relationship in the workplace, either between colleagues or between supervisors and subordinates. Persons targeted, the victims, are harassed repetitively, systematically and for an amount of time, the aim being to exclude them (H. Leymann, Swedish psychologist). Preventing someone from expressing themselves, isolating them, discrediting them or their work, or compromising their health are equally acts that constitute mobbing.
Risk factors
- The victims' feeling that they do not have another job to go to and the fear of losing their job
- A bad social climate within the company, poor communication and a lack of social support and solidarity
- A team in which frustration and jealousy reign, alongside a willingness to find a scapegoat
- Stressful, fast-paced work, in which the organisation of the work is unclear, roles and tasks are not well-defined (under these conditions, it is difficult to find the time to communicate and to try to resolve conflicts)
- A team that is constantly under pressure (an excessive workload) or in competition with each other, or conversely, has a lack of work.
Means of prevention at a corporate level
- Make directors, executive officers, team leaders, and co-workers aware of the importance of developing interpersonal skills as well as management skills, and to do so through coaching on group management, decision-making, conflict prevention and resolution. This method seems more effective than occasional training sessions, since it can be expanded on over time, thus making it possible, through regular discussions, to develop an increasingly-clear understanding of the concrete situations encountered.
- Put in place an interactive method for information and discussions with a view to raising awareness of the phenomenon of mobbing.
Solutions for people who are victims of mobbing
- Have confidence in yourself and initiate discussions about the problem. Find people within the company who you can talk to about the problem and accept their help. Your colleagues are not necessarily aware of the situation. You therefore need to make the situation public and try to remain objective.
- Analyse the problem in close detail. You should examine the perpetrators' motives and constraints. Then you need to identify the parts that are their responsibility or their own weak points.
- Develop your own strategies. For example, keeping a diary to record the positive and negative things that happen each day. The diary will help to detect problems and could be used as further evidence for asserting your rights.
- Enter into a dialogue with the line manager and try to reach an agreement.
- Ensure that agreements are made and implemented quickly. Insist that the agreed timeframes are adhered to.
- Try to develop new professional perspectives.
- Seek contact with and talk to the bully. Explain the situation and try to make an agreement with him/her. If the harassment has just begun, the meetings can take place just between the two of you. In a more advanced harassment situation, the line manager and an HR representative should be involved in the meetings.
- Show the bully boundaries by shouting as loud as he/she does.
- Discourage the bully by remaining impervious to his/her attacks.
- Demonstrate that you are willing to compromise.
- Isolate the bully.
- Intimidate the bully by pointing out the concrete legal steps taken.