Psychological Harassment at the Workplace: Effects on Employees and Strategies for Protection
Psychological
harassment, also known as workplace bullying, is an insidious problem affecting
many employees worldwide. It can include repeated, unwanted behaviors like
humiliation, intimidation, isolation, or unfair criticism, leading to a toxic
environment that damages the targeted employee's mental and physical health.
Understanding the adverse effects of psychological harassment and learning how
employees can safeguard their integrity and job security are crucial for
maintaining a safe, productive workplace.
What
is Psychological Harassment at Work?
Psychological
harassment at work involves hostile or intimidating behaviors that undermine an
employee’s sense of self-worth, often manifesting as verbal abuse, passive aggression,
excessive surveillance, or exclusion from team activities. Unlike physical
harassment, psychological harassment may be subtle and can happen in person or
virtually. It often includes actions like:
- Persistent criticism and
demeaning comments
- Excluding an employee from team
discussions or social events
- Spreading rumors and gossip
- Unreasonable demands or setting
up an employee for failure
- Undermining an employee’s work
in front of others
The goal may be
to control, humiliate, or push an employee out of the organization. It’s
important to note that psychological harassment is not only unethical but is
also illegal in many regions.
Adverse
Effects of Psychological Harassment on Employees
Psychological
harassment takes a toll on an employee’s well-being and productivity, leading
to a range of adverse effects:
1.
Mental Health Strain
Constant
bullying can lead to anxiety, depression, panic attacks, and post-traumatic
stress disorder (PTSD). The emotional distress stemming from harassment can
significantly impact an employee’s quality of life both inside and outside of
work.
2.
Decreased Self-Esteem and Confidence
Repeated
humiliation or criticism can erode an employee’s confidence, making them feel
incapable or worthless. This loss of self-worth can hinder their ability to
perform well and may lead them to question their competencies.
3.
Reduced Productivity and Job Performance
Harassment can
cause a loss of motivation and focus, leading to decreased productivity. Many
employees facing psychological harassment experience a decline in job
satisfaction, which can impair their ability to perform effectively.
4.
Physical Health Problems
The stress
caused by constant bullying may lead to physical symptoms, including headaches,
fatigue, digestive issues, and even heart problems. Chronic stress can weaken
the immune system, making employees more susceptible to illnesses.
5.
Isolation and Withdrawal
Employees who
experience harassment may start to withdraw from their colleagues, further
deepening feelings of isolation and loneliness. This can lead to a sense of
disconnection from the workplace and make them feel unsupported and alone.
6.
Increased Absenteeism and Job Turnover
To avoid
harassment, employees may frequently call in sick or even consider leaving
their jobs. High absenteeism and turnover rates not only harm the employee but
also cost the organization through lost productivity and the need to hire and
train new staff.
How
to Safeguard Employee Integrity and Job Security
Dealing with
psychological harassment requires resilience and proactive steps. While
organizations have a responsibility to foster a respectful environment,
employees can take the following measures to protect their integrity and
maintain job security:
1.
Recognize the Harassment and Document It
The first step
is recognizing that the behavior is, in fact, harassment. Keep a detailed
record of all incidents, including dates, times, specific behaviors, and
witnesses, if any. Having documented evidence can be invaluable when reporting
the issue to HR or management.
2.
Seek Support from Trusted Colleagues
Talking to
trusted colleagues can provide emotional support and help validate the
experience. They may also serve as witnesses to the behavior, which could strengthen
the case when addressing the harassment formally.
3.
Use Internal Reporting Channels
Most
organizations have mechanisms to handle complaints, whether through a
supervisor, HR department, or employee assistance programs (EAPs). Reporting
the harassment allows the organization to take appropriate action and may lead
to an investigation or intervention.
4.
Establish Boundaries and Practice Assertive Communication
In some cases,
setting clear boundaries with the harasser may reduce harassment. Employees can
practice assertive communication to address unacceptable behavior directly,
though this approach is not always safe or possible, depending on the situation
and the power dynamics involved.
5.
Seek External Support and Resources
Many
organizations provide access to counseling or support through EAPs. External
resources, like mental health professionals, can help employees manage the
stress and provide tools for resilience. In severe cases, consulting a lawyer
may be necessary, especially if the harassment threatens job security.
6.
Understand Legal Rights
Employees
facing harassment should be aware of the laws and policies regarding workplace
bullying in their region. Legal protections against harassment vary by country
and company, and understanding one’s rights can help employees take stronger
action to defend themselves.
7.
Prioritize Self-Care
Coping with
psychological harassment is draining, so self-care practices such as exercise,
meditation, and hobbies are essential for managing stress. Maintaining a
balanced life outside of work can reduce the impact of harassment and help
employees protect their mental well-being.
How
Organizations Can Foster a Harassment-Free Environment
Creating a
workplace free from psychological harassment requires a commitment from
organizational leadership. Employers can take proactive steps by:
- Implementing Clear
Anti-Harassment Policies
Organizations should have clear, enforceable policies against harassment, including psychological harassment. Policies should outline unacceptable behaviors, reporting procedures, and consequences for harassment. - Training for All Employees and
Leaders
Regular training on workplace harassment helps employees recognize harmful behaviors and learn how to respond appropriately. Managers should receive additional training on how to handle complaints empathetically and fairly. - Promoting an Inclusive,
Supportive Culture
Fostering an inclusive workplace culture that prioritizes respect and collaboration helps prevent harassment. Encouraging open communication, teamwork, and a shared sense of purpose can reduce tension and bullying. - Providing Support and Resources
Employers should offer access to counseling, mental health resources, and confidential reporting channels. Having a designated point of contact or employee advocate can make employees feel supported in cases of harassment. - Holding Harassers Accountable
Consistently enforcing anti-harassment policies demonstrates that the organization takes complaints seriously. Holding harassers accountable and providing support for victims send a strong message about the organization's commitment to a respectful workplace.
Conclusion
Psychological
harassment in the workplace is a serious issue with far-reaching effects on
employee health, productivity, and job satisfaction. Addressing harassment
requires both organizational and individual efforts. While employees can
protect their integrity through documentation, support networks, and assertive
communication, employers must foster a culture of respect and accountability.
Together, these actions create a safe, empowering workplace that enables all
employees to perform at their best without fear of harassment.
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