The bully at work: Jan’s story

What can you do?

1. Trust your instincts. If it feels like bullying, it most likely is.

2. Knowledge is power. Gather information. Has the bully done this before? Is fear running rampant around this bully? Is this colleague willing to stamp on anyone in their quest for fame and fortune. Is there a hidden organisational agenda?

3. Consult the grapevine. Is this a new manager appointed to be the bearer of bad tidings and an agent of change? Has there been a restructuring due to a merger or acquisition? Is there takeover talk in the air? Is there any hint of downsizing and/or outsourcing? Keep your eyes focused on whispering corners. Keep you ears tuned in to potentially informative small talk.

4. Keep a diary. What is called ‘a contemporaneous record’ is very much more powerful than half-remembered events later on if it comes to a real dispute with the organisation.

5. Find your voice. Write a memorandum to the bully setting out the criticisms concisely, coldly, and clearly. Request an immediate and detailed response to support the allegations. Send a copy to the Human Resources department and to relevant directors.

6. Stand up and be counted. Request that HR spell out organisational policy regarding bullying. Request that training seminars be instituted to counteract the effects of bullying. Petition colleagues for support.