HR Soapbox: Bullying In Reverse

July 13, 2006

Volume 6, Number 3

In This Issue... BULLYING IN REVERSE

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BULLYING IN REVERSE

When I think of a workplace bully, the first thing that springs to mind is a screaming manager or conniving co-worker. Rarely do I think of a subordinate terrorizing his/her boss. It can happen, though, and it does. A British Psychological Society Symposium found that 12% of all accusations of workplace bullying were directed at the employees the complainants managed.

The modus operandi of most subordinate bullies is to find out what their managers need to effectively perform their jobs and then withhold it. For example, the subordinate bully will ignore the manager's instructions, purposely miss deadlines, fail to deliver important messages to the manager, spread lies about the manager, etc.

Respond to this HR Soapbox More times than not, a targeted manager is new, whether to the company, to the department, or to the role of manager. Subordinate bullies are content with the status quo and don't want to chance that a new manager will change how things are done. So they work to chase the new manager away.

Putting a subordinate bully in his/her place requires the commitment of senior management. When a manager complains that he/she is being bullied by an employee, senior management must investigate the accusation; never pass it off as a behavior issue the manager must deal with by him/herself. If the charge has merit, have an individual at least two levels above the targeted manager confront the employee. Reason: Bullies respond to power and organizational pressure.

The senior manager must stress to the subordinate that his/her behavior will not be tolerated and the company won't hesitate to terminate for insubordination, if necessary. Never take a bully at his/her word; monitor to ensure a real change in behavior.

Good luck, stay legal, and keep the workplace bully free!

Melissa V. Hansen
Editor

READERS GET ON THE SOAPBOX

Here's what readers had to say in response to last month's issue on:
STRAIGHTEN UP AND SIT RIGHT

I, too, sit at a computer all day, and here's my strategy for preventing the aches and pains from sitting all day. I bought a chair with a seat/arms wide enough to let me sit in a half-lotus (yoga) positon for part of the day. With practice, not only is that position comfortable, but it also forces the small of your back up against the chair so that the chair is supporting your back rather than rigid muscles. As a result, I rarely get aches and pains from sitting anymore.

Yeah, I know, you're probably thinking you're too old to learn some basic yoga. I've had only a little formal yoga training and I'm only in about average shape for someone my age...56. So, you're not too old!
I've been struggling with these same issues. Don't let anyone tell you that age doesn't matter in this area!! As we age, we must move (a lot) more to stay in the same place! Up until a couple years ago, the hours I sat never seemed to take a toll on me physically. That is sooo NOT true now. In a busy job, it's really hard to make yourself get up and take a few minutes to move around and make your muscles happy. But for your body's sake, you have to do it.

My current iteration is to keep a pair of comfortable slip-on shoes under my desk, so that when I go for coffee or to the rest room, I change my shoes and take a trip up and down the stairs or around the building before I settle myself back in. I doubt this extra exercise will totally solve my problems — there are limits to how long these excursions can be! But I DO know it is more than I was doing before. Each step helps — literally.
We are a law enforcement agency. We have employees sitting at desks 8+ hours and sitting in vehicles for 12+ hours. I have found using an exercise ball, you can do what personal trainers call the "drape." You drape yourself over the ball and relax into a stretch that is great for your spine. This stretches out your compressed discs. It really helps my lower back. I haven't been to the chiropractor in months.

Note: Responses may have been edited for clarity and length.

Review past issues of HR Soapbox here.

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