Today we are going to talk about a sensitive subject … Abusive relationship at work . Have you been through this? The abusive relationship at work, known as bullying, is the humiliation that employees suffer in the workplace. It can be a contextual and disproportionate scolding, a threat or any kind of embarrassment against the employee. Detail that many people do not know: it may be in public or not.
In this post we will talk about:
- How to identify an abusive relationship at work
- What to do in a bullying situation?
With our chat and some tips that I will give here, you will be able to become aware of what you live and what you want to live (which is something much better!). I am sure that after reading this article and watching this video, you, who live an unpleasant situation in your work, will be able to take action in the face of all this. Don’t forget that you can always contact me and tell me about what’s going on.
In addition to bullying and abusive relationships, several people are experiencing other problems in the workplace: demotivation, lack of purpose, little recognition, in short…
If you ever cried in your car driving to work (or even hiding in the company bathroom!) Because you have the feeling of not belonging and not living the life you would like, calm down…
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… Back to the subject
How to identify an abusive relationship at work
Do you really know what an abusive relationship is at work? I have heard some reports of women who were extremely unhappy at work, but they did not even understand that what they were experiencing was rather a situation of bullying.
Working in a situation that you always feel frustrated or embarrassed, threatened in several cases, whether emotional, physical or psychological are signs of a “toxic environment”, in addition, harassment has been a crime in Brazil since 2001, and can generate up to two years in prison for those who practice it.
I know a woman who was abhorred in every way by her boss, to the point of one day, leaving work, the boss commenting inside the elevator full of people, that the perfume that the employee wore was horrible and she displeased and bothered people. people around it. The chief forbade the woman to use the perfume again, and said that if she looked like that perfume again, she would not go into work anymore.
I also met another woman who had an abusive relationship at work. This woman worked with politicians, and once, in one session, her boss would not let her go to the bathroom. The woman spent about two hours unable to urinate because her boss just didn’t want her to get up. A situation that could generate very serious complications for anyone’s health.
According to the International Labor Organization (ILO), 52% of working women worldwide have already experienced sexual harassment. Something quite scary, isn’t it? Do you know the worst of it all? We all know someone who suffers or has suffered from an abusive relationship at work.
What to do in a bullying situation?
According to the Public Ministry of Labor of São Paulo, the main complaints of moral harassment are as follows (enjoy and see if you are or have been through any of these situations):
- Do not give any task and leave the employee “cornered”
- Giving wrong instructions, with the objective of harming or not passing information necessary for the activity
- Assign imaginary errors to the worker
- Making bad jokes or criticism in public
- Enforce unjustified schedules
- Transfer the sector worker to isolate him or punish him
- Force the dismissal of the employee
- Take out your work instruments, such as telephone, computer or desk, to generate embarrassment
- Prohibit colleagues from talking or having lunch with the worker
- Circulate malicious rumors and slanders about the worker
- Subject the worker to public or private humiliation
- Head harassment of subordinates
- Unjust and illegal punishments
It is important to know the difference between bullying and company practices for error control. Companies have legal means of punishment, such as warning and even dismissal for cause. These formal company practices that the employee has the right to defend, if punished.