New to Workplace Bullying

I'm not used to dealing with bullies in the workplace so to suddenly deal with one at my age (53) is diffucult to say the least.

I'm dealing with a female bully slightly older than me who has a job title slightly higher than mine but her reputation is huge. By huge I mean she has a great work ethic and is held in very high esteem by management. The problem is she lords over the rest of us, feeling she has the right to control us in all we do. Micromanaging. Asking me to do small tasks, staying back longer than she is scheduled to interrupt my conversation with other staff. She gossips all the time, saying negative things about others. Then I find out, the same is happening behind my back. Invading my space, a few times touching me on the knee, eaves dropping on my telephone conversations, (comong close to my phone). I guess I'm polite and don't call her on her behaviour but all the other guys are the same...too afraid of her to challenge her.....
But I've reached the end of my tether...I've already emailed her asking her to "not interupt important conversations I am having with other staff".....I cc'd this to the managers........and I have an upcoming meeting with my Supervisior and will relate my complaints to her in detail.

But I fear that management will ignore this...she is too valuable a team member.....and I am not. It is as simple as that. I am more replaceable than her. I don't want to lose this job. It is the best pay I've had in ages!

Targets, victims and witnesses of bullying have a few avenues to pursue when subject to repeated and obvious acts of aggression, spreading malicious rumours, excluding someone socially or from certain projects, undermining or impeding a person’s work or opinions, insulting a person’s habits, attitudes, or private life and intruding upon a person’s privacy. Others include being rude, destroying property, or setting impossible deadlines.

In schoolyard bullying, the bullies are children, whose behaviour is controlled by the leaders, i.e. the school administration. In workplace bullying, however, the bullies are often the leaders themselves, i.e., the managers and supervisors. Therefore, reporting a bully to the HR dept, for example, may expose the target/victim to the risk of even more bullying, slower career advancement, or even termination, on the grounds of being a “troublemaker!”.

Workplace bullying has severe consequences, including reduced effectiveness and high employee turnover. An employee who suffers any physical or psychiatric injury as a result of workplace bullying can confront the bully, report the bully to the HR department or to the trade union, if any, or bring a claim of negligence and/or a personal injury claim against both the employer and the abusive employee as joint respondents in the claim. If the law does not persuade employers to deal with workplace bullying, the economic reality will persuade them. Training sessions can help when combined with a confidential reporting structure, but it is difficult to alter the basic nature of some individuals, who may need counselling.

Maxwell

If the other staff members are having similar trouble maybe if you could all report the behaviour as a group to your manager, or if the others make similar complaints too, then management may be able to see that this person is causing trouble for more people than just you. The gossiping and negative talk about other staff istotally unprofessional. Perhaps you could document some of the incidents that happen on a typical day to take them to the supervisor.

Cc'ing the email to the managers was a good move- just make sure any correspondence you make with her about the issue you continue to do that- if she makes a reply back, perhaps forward it on to them too, or if you make a reply, cc them in on it. But I would definitely try and document whatever you can to support your complaint.

I wonder if this person is counting on her apparent reputation to get away with doing more things to people without getting into trouble for it. I think that seeing if anyone else is experiencing problems is a good idea. If they are perhaps a group of you could take it to management as there is safety in numbers, and it is also harder to argue with a group of people all claiming the same thing than an individual.

Cracked

Thanks everyone for your input. I contacted my trade union and they suggested I put in an incident report every time I feel threatened by her. As part of OHS..Occupational Health and Safety, she can be identified as a Hazard......to be continued.

Sounds good

Let us know how you go

Cracked

The hazard report worked. i got my boss's attention and had a meeting with him. He then asked for a conflict resolution meeting with "the bully" and I.
I had the meeting yesterday. It was a very stressful experience. Suffered dry mouth the whole time and really had trouble looking her in the eye.
Outlining each point of harassment was highly challenging because I had to show respect of course. example "Jill, from my persepctive, your body language and tone are authoritarian and aggressive. I'd like to be treated with more respect."
and..."Jill...From my point of view, I don't feel you respect my space. You get too close to me sometimes. I find it intimidating"...This one seemed to really shock her. Maybe she wasn't aware of it."
Finally I complianed..."Some of your requests I find puzzling...and I think to myself'" why did Jill ask me to do that when she can do it easily herself?"

The boss's attitude was surpisingly fair and neutral which I didn't expect considering she is deemed a "far more valuable team memebr than I".
Still I will be watched now by management as a potential troublemaker. If I have conflict with anyone else, my credibility may be shot. But the same goes for her now too!
Thanks for reading!

I'm glad the outcome sounds positive for you. I would have been really stressed about having that meeting too.

Sometimes those sort of people just can't see when they're invading your space- I had a teacher at school who had to be practically standing on top of you while talking to you. You take a step back, she'd take a step forward. She wasn't trying to be rude, but that was just her, and she couldn't see that doing that made people feel really uncomfortable. Even the other teachers I had used to talk about her doing that to them as well as the students.

They might watch you as a potential troublemaker, but I think they'd be keeping more tabs on her than they will be with you. You haven't done anything wrong by reporting someone's behaviour that makes the workplace difficult.

Who says she's the more important team member? Is it because she's in a senior position, or the length of time she's been there, or her role or qualifications? Those things don't mean much if they can't work with everyone else around them and they create friction between all of the rest of the staff.

A huge well done for going through with this. I think the big part is over as she will realise that you are not to be messed with and even if she has resentment and wants to get back at you she will realise that she cant as she is being watched.

I really hope that things improve for you now.

Cracked

Thanks to you both for your encouragement and thoughtful replies.
I know there are at least two other colleagues ready to complain about her behaviour too. So I know it is not just me. Maybe they will have the courage to go to the boss too.