Tips to Deal With a Bully at Work.

Does a bully work for you?

You think that you're dealing with a bully? Do you feel threatened on a daily basis and scared to work near a specific coworker? Are you repeatedly screamed at, humiliated, and put down, because this conduct is unacceptable at work for every conceivable reason? Does a coworker at meetings talk about you, attack you, or steal credit for your work?

If you answer yes to all of these questions, then it is possible that you are one of 54 million Americans harassed at work by a bully.

How do you know that a bully wants to be handled?

In addition to the above-described acts, when the bully points out your errors and continually brings them to your attention, you realise you're dealing with a bully. Or worse, bullying you, telling your colleagues lies, and even manipulating and sabotaging your job.

If you feel intimidated to attend those sessions, depending on who is eating there, you stop going into the lunchroom, or you take a break before attending employee company events, the problem is not because you're shy or retired. Take a look at your relationship with a coworker in particular. You will find that you are being bullied by him or her.

If you're afraid of going to work, you may have a coworker or manager bully. If you're not going to be helped by your boss, and the study below says they also won't, even if it's only because they don't know what to do either, these are the steps to take to defeat the bully.

You're not alone: In many workplaces, a bully lives

Workplace bullying was described as persistent mistreatment of an employee by one or more employees in their 2017 National Survey; abusive behaviour that is: threatening, degrading, or intimidating, sabotage at work, or verbal violence. The Workplace Bullying and Trauma Institute (WBTI) found that:

• 50% of Americans have not experienced or witnessed bullying, but 19% of Americans are bullied, another 19 percent witness bullying at work.
• 61% of Americans are aware of abusive conduct that takes place in the workplace.
• 60 million Americans are affected by workplace bullying.
• Bosses comprise 61% of bullies.
• Hispanics are the race most frequently targeted by bullies.
• More men (70%) are bullies and women are the most frequent targets of bullies (60%). Female bullies most often target other women (80%).
• Up to 81% of employers are perceived as doing nothing and resisting taking action when targets of bullying fill out a survey. In the general public, only 44.8% perceive employers as doing nothing.
• 29% of employees who are targets of bullies remain silent about their experiences.
• 71% of employer reactions are harmful to the workplace targets of bully behavior.
• 60% of the target's coworkers' reactions are harmful to the targets of a bully.
• To stop workplace bullying, 65% of targets lose their original jobs.
• 40% of people targeted by a bully experience stress-related health problems including debilitating anxiety, panic attacks, and clinical depression (39%).

How to Deal With a Bully

If you are able to exercise personal bravery, you will deal with a bully and alter the actions of the bully. But, there's something you must do. The bully will not go away; if you make yourself an easy target, you will only reinforce the bully. If you accept the conduct of the bully, you are conditioned to continue the reprehensible acts of the bully.

Here's how to deal with bullying in your office, resulting in a bully-free environment most successfully and theoretically. It's possible to do it.

Set limits on what you are going to tolerate from a bully

Most importantly, exercise your right to tell the bully to stop the action until you have set the barrier in your mind. You may want to rehearse these steps with a friend so that when the bully strikes, you feel more comfortable responding.

1. Do not editorialise or give viewpoints, just explain what you see, explain the actions you see the bully displaying. Don't tell the bully that you're cruel and rude to me. When you are talking to a tyrant, this is pointless commentary.

2. Tell the bully exactly how his behavior is having an impact on your work.

3. Tell the bully what behavior you will not put up with in the future.

4. Stick with your statement and if the bully violates your space, move on to confrontation.

Confronting the bully with their own actions

It is terrifying and tough to tackle a bully. But, in "I Hate People," as Jonathan Littman and Marc Hershon say, bullies are "only successful when they are on solid ground." The ground you should take away. "They say that he" Call it out the next time he swears or heaves a phone book. Point out that he swears or cries, then leave the room. Or terminate the call.

"Remember that you are a grown-up coping with a tantrum. No wise parent gives the fit of a child because it only contributes to more fits.

"You're wrapping Bulldozer's fury with tough love. You're putting him on alert by making comments about his actions. Keep the game up and Bulldozer would tyre of spinning his treads in the sand by the second or third try.

If that doesn't work, ask him to leave the conference before your conversation is done. Terminate the meeting and reschedule the meeting without him if he refuses.

In your terms, you ought to call out the bully.

The Bully's Behavior record

Document the date , time and specifics of the incident any time you feel bullied or witness bullying behaviour. Note if the incident was observed by another employee. Documentation, especially documentation of the bully's effect on business outcomes and performance, gives HR the data they need to deal with on your behalf if you ultimately seek support from Human Resources. The bully doesn't just hurt your feelings; the bully sabotages the success of the business.

Your Colleagues Are the Bully 's Goals, Too

Note that with your coworkers, the bully has the same behaviour. Ask your coworkers to log the actions of the bully and any scenes they encounter when a coworker is threatened by the bully. This will help you make a stronger case for action to be taken by your organisation.

If five of you encounter bullying and five of your colleagues record bullying, then you establish a case that can be responded to on a solid basis by HR and your management. They need proof and testimony, even though everyone knows that a bully is a bully. Help you assist the HR employees.

An earlier study by Zogby-WBTI reveals that only 3 percent of bullied workers sue state or federal agencies and 4 percent complain. But, with the popularity that bullying has gained, these figures are on the rise.

So, it's better to deal with the conduct, but do not rule out the possibility of a complaint, especially if the bully terminates or threatens your work.

Tell Management and HR About the Actions of the Bully

You've been trying to enforce these recommendations on how to cope with a bully 's actions, but they're not working to deter the bully. The time has come to get help. Go with your evidence to HR or your boss, particularly the evidence that demonstrates the effect of the bully on the organisation, and file a formal complaint. The HR investigative process that your complaint sets in motion is outlined in most employee handbooks.

When you ask management and HR for help in dealing with the bully, hope for the best resolution, but be prepared to discuss other solutions so that you have less interaction with the bully. Maybe you even need to find a new career. You will never know what HR did about the bully; privacy and privacy is also a priority for him or her.

But, you can measure the effect of the behaviour of HR and management by how the abuser now handles you after they have obviously made an intervention.

The Bottom Line

You can address the behavior of a bully in your workplace. With persistence and personal courage, you can neutralize the bully behavior and regain your conflict-free workplace.

Thankyou!