horizontal violence: what's the next step if there's no action

DusktilDawn · Jun 2, 2006

I just found out from this forum that what i am experiencing at work is called horizontal violence and that it is an unacceptable behavior. Everything that was definced under horizontal violence I have experience or have witnessed happening to somebody else at work. So what do I do if there is a main bully with several "brown nosers" who reports to her and gets other people in trouble. I have spoken to the administrator and documented the most recent events and have done so with another employee who is also being harassed. So far nothing has been done. I think even the corporate office is aware and have been made aware 3 years ago by several employees who complained but was later fired or forced to quit. Do I have other options aside from quitting? The main bully is considered "untouchable" and he himself said so.

Bear in mind that if you do something you may also be put in the position of being fired or quitting. I realize that may sound discouraging. If you have management that does not want to address the issue, it's a reality you need to be aware of. It's such a catch-22. People also remain silent out of fear of further retribution from the bully. People refrain from speaking out out of fear of being made the next target. Bullies also seem to know exactly who to align themselve with.

You can educate yourself in these areas:

1. Facility policies on workplace violence and harassement.

2. Your state legislatures on workplace violence and harassement.

Too often people are not aware of laws and the policies & procedures that are supposed to be in place and are designed to protect them. Know what constitutes harassement at your facility. It's easier to intimidate anyone who is unaware. Naming the behavior for what it is and where it falls under your facility policies and state laws may be enough of a deterent, the perpetrator is now aware that you know what your not ignorant and uninformed.

Continue to document the incidents (keep a journal), if possible make sure you have witnesses to these incidents that are willing to back you up. It's harder to dismiss your complaints if others are validating them. If others are victims of the bully, form an alliance. It's easy to dismiss one person, it becomes harder and harder to dismiss the issue each time another person comes forward. Bullies tend to divide, isolate, and then conquer. If possible avoid being put in a position where you are alone with the offender. If possible, always have an employee representative with you in meetings, including employee evaluations.

Call them out on the behavior without stooping to their level. For example: The bully is yelling/raised voiced, or name calling. Response: (in a calm, matter-of-fact manner) Why are you yelling or I find your tone of voice (or words) offensive. Bullies also tend to use vague accusations, if possible try to get them to provide specific examples of what they are referring to. For example: Everyone says your not a team player. Response: In what way, can you be specific and provide specific examples of the behavior your referring to.

Look into counselling, bullying can wreak havoc on a person spiritually, emotionally, pyschologically, and physically. First and foremost, always take care of yourself. Look into programs specific to dealing with bullies, for instance assertiveness training. Bullies prey on those they perceive as weaker easy targets, and tend to time their attacks when you least expect it, thus putting you on the immediate defense. Develop your own personal battle armor.