Nobody likes the idea of being mistreated at work but as we all know it can happen more often than expected companies can get into bad habits when managing their employees especially managers sometimes it’s subtle undermining or other times it’s over bullying and everything in between as an employee in this situation you want it’s critical to prevent your emotions from taking the driving seat. You need to take logical and practical actions to prevent mistreatment so you can enjoy your work in the future without being hurt by others.
So what can you do to rise above workplace mistreatment and better handle it?
Use the pause and pivot method
One of the best approaches to handling workplace mistreatment in the moment is to adopt the pause and pivot method. The idea is to avoid the fight or flight sensation when another colleague or a manager crosses the line with you. The best approach isn’t to retaliate instantly; instead, you pause and think about how to deal with the issue strategically. If you can adopt a neutral face when somebody is being disrespectful, it takes away their power and prevents them from generating the reaction in you that they want to create.
Take a slow breath and then signal to them that you’re in control of your emotions. Clarify, don’t accuse. If you feel like somebody is being disrespectful to you, tell them that you don’t understand the tone of their comment or you don’t understand what they mean. This puts the emphasis back on them to do the explaining instead of you managing their emotions and actions.
Document everything they say
At the same time, you want to document everything they say. This is becoming easier these days because of the ubiquity of recording devices and voice transcription software. If you want to start writing a mishap journal outside of work, then that’s helpful. Make sure you include things like dates, times, and locations, including exactly what was said. This sort of information is helpful for any future lawsuit.
Also, make sure that you identify witnesses and note who else was in the room at the time. These people can be invaluable if you ultimately go to tribunal or you require assistance later on. They can help you make your case. Finally, make sure you save any evidence of interactions with other people. These include Slack messages, copies of emails, performance reviews, and so on. You want a full paper trail of everything that was said so that you can call on evidence when it’s needed.
Evaluate why workplace mistreatment is occurring
Even though it’s not your responsibility, it’s sometimes a good idea to evaluate why workplace mistreatment is occurring. Once you understand the underlying causes, you can position yourself better and understand the battle that you’re fighting. Often, the type of behaviour is linked to specific causes.
For example, suppose your manager is micromanaging you. It usually means that they’re under high stress or they feel insecure. The best way to deal with this is to overcommunicate and constantly provide them with status updates before they ask. If you’re proactive in this way, it can calm them down and ultimately enable you to enjoy more autonomy in the future.
Similarly, if somebody in the office is stealing credit from you, then the likely cause is their ego or competitive fear of competition. They may believe that you are a better worker than them in the eyes of management, and they could be worrying about the security of their position. The way to deal with this is to publicly own your work in meetings and refer to specific tasks, saying that you did them, not somebody else, as long as that’s truthful.
If there’s a bully, then the likely cause is a power imbalance or a personality mismatch. This can be more difficult to deal with, but the best option is to set strict boundaries and get HR involved as soon as possible. Don’t allow the bullying to continue without immediate reprisals.
Have a one-on-one conversation
One of the most powerful ways to deal with a bad actor in the workplace is to get them alone and have a one-on-one conversation with them. Being direct with them can resolve the issue quickly. A lot of times people don’t realise the impact that they’re having on other people until you mirror it back to them. So going through this process, while emotionally difficult, is often essential.
For example, when you give this feedback, make sure that you’re specific about what happens after the other person performs a specific action. For example, let’s say that they micromanage you when they’re stressed, and that means you’re unable to complete your work effectively. You can ask them to communicate with you in a more professional way and trust you for the role they hired you for.
Know when to escalate
Of course, people don’t always play nice in the workplace. It’s worthwhile knowing when you should escalate after setting boundaries.
Ultimately, this is a personal decision, but when you do escalate, make sure you have all of the documentation you need to back up your case. You should have transcripts of conversations, especially digital ones, that you can show HR departments and tribunals how you have been treated and why your treatment was bad.
Prioritise your exit
Lastly, if management or HR ignores your complaints, then it’s a good idea to prioritise your exit. Sticking in a company that doesn’t respect you isn’t a good idea and it can ultimately damage your self-esteem and career. If you’re constantly focusing on managing other people and dealing with difficult situations, then you’re not able to build skills or do the work that you ultimately want to do. Many times companies are toxic, so leaving them is the only option. If you collect evidence, you can still go to an attorney to fight specific cases if you feel like your employer has broken the law.