December 4th, 2012
Holidays: Time of great vulnerability for targets of workplace bullying
The majority of workers have trivial decisions to make at work during the holiday season — which dress to wear to the company party, how much or little to drink, how not to get caught having sex on site, etc.
People targeted for bullying, however, can look forward to an increased level of misery.
1. More, not less, Work. While others play and wind down their work years, targets are expected to be on call and ramp up their schedules. They will cover for coworkers enjoying days off. Denial of vacation time or theft of paid time off is often the targets’ fate. By theft, I mean that we have seen time off scheduled and approved be “erased” and retroactively denied. If there exists a most undesirable day or shift to work during the holidays, it will be assigned to targets coupled with the threat of termination. It seems malicious steps are taken to deny targets time with their families or personal time.
2. Ostracism. Targets are isolated from coworkers. Sometimes this is ordered by supervisors who prohibit interactions (which is crueler than it sounds). In some cases, the gang leader of a coworker mob determines how to shun targets. Regardless of how it originates and who is the originator, social exclusion is a painful reality for too many targets. During holidays, the themes of peace, love, family and connections to fellow human beings ring hollow to bullied targets working alone the majority of their days. See the WBI 2008 study about coworker abandonment of targets.
3. Termination. It’s layoff season (and has been since 2008), but especially during holidays. Who loses jobs? Bullies or targets? If you don’t know, you are a foolish optimist. Targets are the discarded workers, the disfavored ones. It is they who are banished. End-of-the-year accounting necessities are the ready-made excuse.
4. Constructive discharge. Thanks partly to scheduling insults that compound the injuries inflicted during the entire year, bullied targets believe they have no option but to quit. The quit looks voluntary. However, the separation was engineered deliberately by management. Your work conditions became so unbearable, you had no option. They wanted you to quit.
See the WBI 2012 study in which we found that 25% of targets are fired, 25% are constructively discharged.
This entry was posted on Tuesday, December 4th, 2012 at 7:00 am and is filed under Tutorials About Bullying, WBI Education, WBI Surveys & Studies. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.