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| By Dr. Olivia Johnson - Blue Wall Institute |
The isolation
of a job in corrections can leave many feeling out of sight and out of mind. And
being out of sight and out of mind tends to allow certain things to go
unaddressed. A general consensus I have noticed when talking with CO’s has been
that they believe no one cares about their wellbeing and that workplace
bullying and bad behavior is at an all time high. Just listening to these
stories is enough to make you cry, but I have to ask: What is wrong with us that
we have become so cold as to not care about a fellow officer? When did
backstabbing, gossip, and all around bad behavior in the workplace become
acceptable? Of course perception and reality may be two different things, but
if so many CO’s are feeling this way, doesn’t that say something? If it
doesn’t, it should.
Anyone
accepting a position in corrections understands the threat of the criminal
element, the idea that they could be injured or even killed by an inmate. That
is reality. And no matter how sad this reality, what is often difficult for many
CO’s to understand is how a co-worker, supervisor, or administrator could
deliberately and sometimes, even with malice attack them verbally or mess with
them just because they can. Sadly, many of these problematic individuals are
able to continue this bad behavior without being addressed, disciplined, or
terminated. Call them what you want, but
I call these individuals ‘workplace bullies.’
According to
the Workplace Bullying Institute (WBI, 2014) bullying by is “threatening,
humiliating, or intimidating … work interference – sabotage which prevents work
from getting done, or verbal abuse (p. 1). Even sadder than having to address
workplace bullying, are the statistics WBI revealed. Twenty-seven percent of
survey respondents indicated being victims of workplace bullying, either in the
past or currently. Another 72 percent stated that they were aware of workplace
bullying and sadly, bosses accounted for the highest number of workplace
bullying incidents. Another 72 percent of “… employers deny, discount,
encourage, rationalize, and defend it” (para. 2). A 2010 survey revealed some
13.7 million Americans said were currently being bullied at work, with the
number around three times this for those bullied in the past (Riggio, 2011, as
cited in Psychology Today). These numbers are alarming. If so many are victims
and so many are aware of workplace bullying, what can be done to stop the bully
and the bullying behavior before if affects workers, the organization, and the
morale?
The following
six suggestions may be helpful when dealing with a workplace bully. First, remember that there is power in
numbers. Don’t be a silent bystander. Bullies often single out individuals and
others will turn a blind eye so they are not singled out. Second, document, document,
document. Make sure to write everything down with a time and date and make
note of anyone else who witnessed the bullying. Third, do not appear too nice to your bully (White, 2014). Trying
to appease your bully may be the wrong approach. This type of behavior may
actually fuel the bully. Instead, be firm and consistent and avoid directly
responding to your bully. Forth,
contact your HR department and ask about policies regarding workplace bullying.
If a policy is in place, make sure you understand exactly what it says. If one
is not in place, contact your manager about the issue and make sure to document
this interaction, whether face-to-face or via email. Also make sure to speak
with your direct supervisor about the bullying. If your supervisor is the
bully, it is suggested to take a witness with you to speak with them about
their behavior. If the behavior does not improve or there is resistance, you
may have to go to their supervisor.
In a 2012 study
by the WBI, over 75% of those surveyed are no longer employed. Various reasons
included: transitioning to a new job, forced out, quit, or terminated (WBI,
2014). Fifth, it may be necessary to
seek legal counsel if the bullying persists. Just remember that documentation
is key to helping you prove your case. Sixth,
though I am not one to say turn around and run, leaving your job or
transferring to another shift, department, or location may be necessary.
Whether you stay or choose to leave, find support at work and outside of work. The
stress associated with workplace bullies can leave you depleted.
Remember, oftentimes,
workplace bullies are no more than childhood bullies who were never stood up to
and fixing adult bullies is often much more difficult. Try to reduce the time
you are exposed to your workplace bully. If you are not being bullied but you
witness workplace bullying, don’t be a silent bystander; there is power in
numbers. Bullies provoke others and will seek out those they feel are weak.
Don’t give them any ammo in which to use against you. Remain confident and seek
out allies and legal counsel if necessary.
Riggio, R.E.
(2011). Four steps for stopping workplace bullies. Retrieved
May 24, 2015, from: https://www.psychologytoday.com/blog/cutting-
edge-leadership/201105/four-steps-stopping-workplace-bullies
Workplace
Bullying Institute. (2014). 2014 WBI U.S.
workplace bullying
survey 2014. Retrieved May
23, 2015, from:
http://www.workplacebullying.org/wbiresearch/wbi-2014-us-survey/
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