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About half the American workforce has experienced workplace bullying, either as a target or a witness, according to a 2007 Zogby poll organized by the Workplace Bullying Institute. Whether it takes on forms such as mocking, unreasonable expectations, or outright disregard, workplace bullying is a serious issue that may be getting worse.“We don’t have before and after data because that’s the first poll of its type, but we speculate it has increased because you have downsizing, neglect of training and pressure for greater profits,” said Dr. Gary Namie, director and co-founder of WBI. “That’s got to be making it worse; just because of the pressure and stress.”Meredith, a sports marketing professional who requested her full identity be withheld for protection, persevered through her office bullying experience. In fact, to this day she still works with the bully, her female boss. “Now, it’s kind of funny because she kind of looks to me, like the roles have flipped,” said Meredith. “It kind of slowly evolved, and she realized she would have to respect me.”At the time, however, Meredith’s workplace bullying experience was no laughing matter. It didn’t take long for her to realize she had entered a marketing niche where very few women worked; those who did protected their “turf” with a vengeance.“I felt terrible, like I was undermined and I kind of had to watch what I say because of how it could be misinterpreted,” explained Meredith, who dealt with the situation by establishing herself as the consummate employee, always on time and always reliable. “I kind of walked on eggshells and gave her the power. It was more like a petty jealousy, like I was going to make her look bad,” she expressed. “I was very lucky to kind of step back and look at the situation like that, because I wanted to stay here. I became the assistant who became invaluable.”Meredith’s plan of action proved effective in her situation, but each experience is different. Namie points out that workplace bullies typically target star employees who threaten the bully’s livelihood, or non-confrontational employees who refuse to defend themselves. It is necessary for these targets to face the situation and deal with it proactively in order to protect their self-esteem, all-around health, and their careers. According to Namie, workers should take a series of steps if they suspect they are the target of workplace bullying. Name It – Whether it is workplace bullying, psychological violence, or harassment, put a name on your experience and put an end to self-blame. Namie warns against using the “harassment” label too loosely in the workplace setting, however.“It can’t be harassment if it’s not illegal because the HR department won’t understand,” he said. Take time off – Being the target of a workplace bully can mean serious damage to your physical, emotional and psychological health. Especially in cases involving prolonged bullying, the target should take time off work for a health check. “Please pay attention to the health harm this causes, because it could stress you to death and kill you long before you’re due,” Namie says. Build your case – If you want to remain at your job, or protect colleagues from suffering the same fate, it may be necessary to build a solid case against the office bully. In workplace lingo, a “solid case” means data, and lots of it. First of all, have there been any violations of the law or corporate policies and procedures? Secondly, have there been any lawsuits or settlements involving similar allegations against this person, directly or indirectly? Has there been unusually high turnover in this person’s department? Legal records may be obtained from the courthouse as a matter of public record, and human resources might be willing to divulge employee turnover data. This type of information is critical to presenting a credible case against the office bully. “You have to make a business case, because an emotional case will throw people off,” explains Namie, whose Washington-based organization has helped hundreds of bullying targets over the past decade. “Your co-workers will betray you, your family will get tired of it, and even HR will be no help. You’re pretty much on your own.” Present your case – Choose carefully the person to whom you will present your case. It must be someone who cares about the data and everything it implies – in other words, someone who cares about the bottom line. “You’ve got to work in an organization with enough levels that you can find someone who will care about the financial bottom line,” Namie says. “If you can’t find anybody that the bully hasn’t kissed up to, you’re not going to ever be safe there.” Consider leaving – The idea of a data-filled bully takedown may seem an insurmountable task, or simply not worth the time and energy. In that case, it may be time to leave in favor of greener pastures. It’s hardly fair or right, but sometimes leaving is the only option, and it’s certainly one that will guarantee a better shot at mental health and career fulfillment in the long run.

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