Since not so many people are familiar with the term, I will take the time to explain it. Mobbing means any form of repeated abusive conduct directed at one person, by several members of the organisation. It’s workplace bullying taken to the next level, where the aggressor is a group.
Mobbing can be done through verbal abuse, humiliation, offensive behaviour, sabotaging or intimidation. It leads to degrading the overall work climate, typically brings down work performance, but can even put one’s physical and mental health at risk.
Who and why?
While the instigator may be one person, the actual harassment is being conducted by several people. Worst part is that mobbing is not a onetime event. Similar in nature to bullying, mobbing tends to be initiated by a superior who sets ‘the trend’. The victim can be literally anyone, no matter the role, gender, popularity or age in company.
Why does it happen? Often, in order to determine the victim to leave the job, by resigning. Firing someone can be a lengthy procedure with a lot of potential legal implications, so that it’s better to end the collaboration through resignation. The initiator may have personal reasons to set the trend.
Another root cause can be the lack of basic leadership skills. Being accustomed and allowed to run business like a dictator, a manager may adhere to such a role of mob instigator. Lacking basic skills in leadership, a manager may even tolerate mobbing. The latter usually happens in smaller companies or underpaid jobs.
Common examples of mobbing
Fake gossip directed at isolating or tormenting one person is at the top of the list. It involves discussing someone’s private life, often targeting the sex life or sexual preferences.
Public or constant criticism (which has nothing in common with feedback). Think of a situation where in a daily status, the same person is criticized over and over, without any supporting evidence or basis for the speech.
Truncated communications with the intention to sabotage the victim. Keeping someone misinformed so that the person fails in his or her job is an example found in bigger staffs. Clearly established communication channels can prevent it.
Physical or verbal aggression, followed or accompanied by threats: verbal, in writing or over the phone. Shouting is a threatening behaviour. So are frequent interruptions of speech, not allowing the victim to express him or herself. Verbal abuse through offensive wording, which may border discrimination. All this comes along with exclusion: ignoring the victim or isolating him/ her.
Constant attack on a person’s beliefs (religious, political, dietary or of any other nature). This can happen in groups where a majority shares the same belief, and the victim is part of a minority. We’re not talking about a friendly conversation, although some subjects may be sensitive topics even for that. We’re talking about repeated irony, sarcasm, based on someone’s preferences.
Allocating work under one’s professional level or unpleasant tasks, which are not part of the job per se is another example. Discrediting the person for the type of work it does, follows shortly.
Results
Obviously, these actions trigger stress, anxiety and sleep disorders reactions. Talking about the physical impact of mobbing, anxiety can determine psychosomatic reactions: skin reactions, back pain, digestion disorders, heart problems, asthma and many others. These are the body’s response to prolonged stress.
Depending on the duration and intensity of mobbing, as well as the person’s emotional stability and personal context, the consequence of mobbing can go up to PTSD (post-traumatic stress disorder).
Because of the psychological impact, it is well justified to have legal actions taken in such cases, including end of contract for the mobbers. The victim may want to pursue action in court as well.
What must you do?
Whether you are a witness or a victim, you should report it to management and HR first. If you have to choose one, then it’s the HR department. I am familiar, with a case where after three reports to HR (in a corporation), nothing has happened. They are likely to go to court now, for failing to react adequately.
The company must issue repeated and clear statements about zero tolerance in regards to any form of bullying. The organisation must also take action accordingly, to show that this behaviour is not tolerated. HR has to provide a clear escalation path for such matters, with clear rules and procedures.
Part of the problem can be solved well ahead. Aggressive staff can be identified early and measures should be taken as early as possible.
If you find yourself in such a situation, as with any aggression, you need to fight it back and gather evidence. You will never get more respect from others than you respect yourself. So stand up for yourself, whenever you have to.
