What To Do When You Are Bullied at Work

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Some managers don’t trust that just listening, which communicates plain old-fashioned empathy, goes an extended way.

· She’s staring into space as you tell her about your workplace bullying experience.

· He’s checking his watch.

· She’s answering an email as you present your facts.

Are these managers listening?

It is likely they’re not. That’s a drag for you, because you sense that the manager doesn’t care. it is a problem for your manager because she’s taking a step closer to losing a valued employee.

Regarding bullying within the workplace, studies show that 75 percent of employees that are experiencing bullying at work don’t report the bullying to their manager. Now we all know why:

· the worker doesn’t feel the manager listens.

· the worker feels the manager won’t support them.

· the worker isn’t clear on what to mention . Often, the worker is emotional and unable to talk clearly. (Hint: if this is often the case, why not ask your boss to easily listen and to not attempt to fix the matter or cut you off.) does one want someone to only empathize with you first? If so, invite your boss to “lend her ears” to you. Then you’ll talk resolution later.

Eighty-five percent of employees experiencing workplace bullying will eventually leave. For a manager, these statistics mean one thing: to form sure employees remain loyal to the corporate , managers must listen when an employee brings information forward about being bullied within the workplace.

Here are several ways to work out if your manager is listening.

· is that the manager supplying you with her full attention? Staring into space, checking the time and answering email tell you the solution is, “no.” In Western cultures, eye contact between speaker and listener is extremely important. If the manager isn’t watching your face for the bulk of the time you’re speaking, it is a pretty good bet she’s not listening.

· Does the manager interrupt as you share about the workplace bully’s behaviour? When the manager interrupts, it’s actually because he wants to “hold the ground ,” rather than letting you speak. Remember to let your manager know you would like to possess them hear you out.

· Sometimes, however, he’s posing for clarification (for example, “When did this happen?” “Has the person behaved therein way before?”). Learn to require your cue from the manager’s tone. Is he trying to draw you bent learn more? That’s an honest thing. Or is he cross-examining you?

· Does the manager quickly jump to a conclusion and provides you an answer ? Some people feel they need to possess a solution to each problem. As we said earlier, they do not trust that just listening, which communicates plain old-fashioned empathy, goes an extended way. the answer may come from a discussion between manager and employee. The manager really doesn’t need to have all the answers.

· is that the manager discouraging you from speaking? If the manager is shaking his head to point “no” or passively listening with no response, you are not getting much encouragement to travel on. an honest listener uses nonverbal behavior, like shaking his head “yes”; encouraging responses like, “go ahead,” “take your time;” and active listening (for example, asking appropriate questions) to encourage others to talk .

Workplace bullying may be a sensitive topic that needs a manager to possess good listening skills. Knowing a manager cares a few bullying situation that’s occurring may be a big step toward supporting the worker .

If you’d wish to help someone listen better, why not share all or a part of this text with others to allow them to know what you want? Say, “I wouldn’t mind your opinion on this,” and see what they tell you!

You have worried, analyzed and suffered long enough from bullying at work – Now it is time to re-claim the arrogance and respect you deserve!

Now you’ll be Bully Free at Work!

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