Covert Mobbing: Practical Strategies for Employees

Covert mobbing can be subtle, but its effects are just as harmful as more overt forms of bullying. This includes behaviors like exclusion from meetings, undermining feedback, or questioning your work in a way that damages your reputation.

Since these actions are often masked under a professional facade or ignored, it is important for employees to take action when they encounter this behavior.

1. Document Every Incident

   Mobbing operates best in the shadows, so it’s essential to keep a detailed record of each incident. Note the date, time, and individuals involved whenever you are excluded or receive undermining feedback. Keeping track of these incidents will help you identify patterns and create a clear case for action if needed.

   
   

2. Provide Evidence for Your Claims

   Where possible, back up your case with evidence. If you’re excluded from important conversations or your input is overlooked, document these events. In performance reviews, if feedback is vague or feels unfair, gather examples of how your work was handled. Clear evidence will help when discussing the situation with HR or management.

   
   

3. Find Allies and Build Support

   Covert mobbing isolates employees. Look for colleagues who can validate your experiences and offer support. Allies can help you navigate the situation and strengthen your case if the behavior escalates.

   
   

4. Address the Issue Directly (If Possible)

   If it feels safe, try to directly address the issue with those involved. Keep the conversation professional. For instance, if you were excluded from a meeting or your work was ignored, calmly ask, “I noticed I wasn’t included in the meeting today. Can you help me understand why?”

   
   

5. Approach HR or Leadership

   If the situation doesn’t improve or the behavior worsens, it’s time to bring the issue to HR or a trusted leader. When doing so, present facts and evidence. Focus on how the behavior is impacting the team and the work environment rather than personal feelings. Documented examples will make your case stronger.

   
   

6. Set Boundaries

   It’s important to establish boundaries. If someone dismisses your ideas or makes unwarranted criticisms, address it immediately. For instance, “That feedback didn’t seem fair, could we discuss it further?” Setting these boundaries shows that you are not willing to accept inappropriate behavior.

   
   

7. Know When to Leave

   If the behavior continues and attempts to address it have failed, it may be time to consider leaving the organization. Sometimes, even with all the documentation and support, a toxic environment will not change. Prioritize your well-being and make decisions that will contribute to your long-term career and personal health.

If you’re experiencing covert mobbing and need help navigating the situation, reach out to us. We offer personalized consultations that provide practical strategies for managing these challenges. Whether you need support with career development or strategies to handle difficult work environments, we are here to help you regain control and find effective solutions.

Sources

• Workplace Bullying Institute. (2023). “Workplace Bullying: A Silent Epidemic.” Retrieved from www.workplacebullying.org

• National Institute for Occupational Safety and Health (NIOSH). (2022). “Workplace Bullying: Risk Factors and Impact.” Retrieved from www.cdc.gov

• Mayo Clinic. (2023). “Managing Workplace Bullying.” Retrieved from www.mayoclinic.org

• Psychology Today. (2023). “Coping with Workplace Bullying.” Retrieved from www.psychologytoday.com