How does mobbing work?
As Harvard Business Review states, mobbing involves the long-term and systematic exclusion of an individual from the team, ridiculing them, bypassing them in communication, or assigning tasks in a way that leads to failure. Aggressors may bully knowingly or unknowingly; the victims are often people who are in some way different or less assertive.
What are the effects of mobbing?
The consequences of mobbing are severe: stress, reduced performance, health problems and, in extreme cases, depression or suicidal tendencies. It affects not only the individual, but also the atmosphere in the team and the overall productivity of the company.
As a manager, how can you prevent it?
- Create a safe working environment. Encourage open communication and don't overlook the first signs of bullying.
- Set clear rules of conduct. Define a company culture that will not allow the humiliation or ignoring of individuals.
- Be attentive to team dynamics. Monitor relationships between employees, intervening early in cases of unequal treatment.
- Encourage trust. Allow employees safely to report a problem and ensure their concerns are not ignored.
- Act quickly and efficiently. If there is a suspicion of mobbing, map the situation, consult with HR and take corrective action.
Why is this important?
Managers have a fundamental responsibility for a healthy work environment. Ignoring mobbing can lead not only to talent leaving, but also to legal consequences for the company. Be mindful of prevention and proactively address any signs of bullying in your team.
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