YOUNG PROFESSIONALS SAY NO TO BULLIES TOOLBOX YOUNG PROFESSIONALS SAY NO TO BULLIES TOOLBOX | Page 9

“Young professionals! Say no to bullies!!!”
the day, which may even lead to making the victim redundant. The victim starts thinking that he/she
is to blame and the whole turmoil is caused by his/her inability to adapt to the reality. The
accompanying health ailments make the victim go on leaves.
Phase IV: the person is unable to work, resigns, or is made redundant for negligence of duties.
The victim may find it difficult to work in a different place and become a member of a new team.
Counteraction against mobbing
The familiarity with the course of mobbing and its characteristics, as well as the features of
harassers and victims help to create the list of following regulations which may be efficient in
opposing bad behaviours and practices:
1. Get familiar with the relevant legal regulations considering mobbing.
2. React to all types of unacceptable behaviours which you are exposed to, either as a witness, or an
active partaker. It should be remembered though that the mobber often acts ‘in disguise’ so we first
notice our feeling, and only than look for its cause. If anybody crosses the boundaries, insults us,
delegates overwhelming tasks which are beyond our competence, makes us feel humiliated, or
neglected – we must react, ask questions, clarify the situation, and be direct. The same concerns being
a witness to such situations. Our reaction will be a clear indicator for the harasser that we are aware of
his/her intentions and we do not accept such a treatment. If we react to mobbing as witnesses it informs
the harasser that other peo ple start intervening in his/her actions, and for the victim it is a clear message
that he/she is not the only person who has noticed inappropriate behaviours and that the reaction is
advisable. We must remember that the victims of mobbing need our support, understanding, and trust.
Our reactions to the inappropriate treatment of the harassed may initiate the victim’s reactions and
belief that something unacceptable is taking place. The witness’s basic role is the reaction: we must
not stay indifferent to mobbing and turn a blind eye even to its slightest signs. The observer should
remark on the mobber’s actions, talk to the victim, or even inform the employer. Other employees
should also be informed about the mobber’s behaviour so that it does not remain hidden and therefore
accepted.
3. Talk about my experiences and observations related to harassment with as many people as possible.
The most common mistake made by the victims of mobbing is remaining silent and experiencing
harassment alone. Such behaviours are usually caused by shame and the sense of guilt. It must be
remembered that the victim of mobbing is never to be blamed for the situation that takes place! If the
victim reveals their mobbing experiences, they make other people more aware and vigilant, and
consequently more focused on the victim’s situation. What is more, witnesses may react to what they
see as they are not under pressure, they are more assertive, self-confident, and calm. Mobbers attempt
to remain undisclosed, only then can they be efficient and achieve their goals. For that reason it is
extremely important to make mobbing practices public.
4. It is also very beneficial for us to have an authority on our side, especially when we are doubtful about
mobbing practices we are exposed to, or when we are afraid that nobody will believe us. The person
who is respected by employees will be our support. In the cases of mobbing, the bigger the support,
the better for the victim, especially if it comes from the respected figures.
5. You should avoid talking to the mobber in private, or behind closed doors. Somebody should always
witness the talk. The mobber will not be willing to present his/her practices in front of witnesses. It
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'Informational and workshop guide for mobbing, discrimination and sexual harassment'