The term “mobbing,” derived from the English word “mob,” was introduced by Swedish psychologist Heinz Leymann in the 1970s. It describes systematic bullying within a workplace or group, often referred to as “adult bullying.”
This article delves into this pervasive issue with expert insights and offers practical advice for those who find themselves targeted.
What Exactly Is Mobbing?
Mobbing is a severe form of psychological violence characterized by systematic pressure, humiliation, and discrimination. In extreme cases, it can lead to the victim being forced out of their job or academic environment.
Anyone can become a victim, regardless of age, gender, or position. The reasons for targeting an individual are varied and can range from appearance, personality traits, or even marital status, highlighting the often arbitrary nature of the attacks.
There are two primary types of mobbing.
Vertical Mobbing: This involves power dynamics within a hierarchy. It can manifest as bossing, where pressure comes from a superior targeting a subordinate. Conversely, it can also occur when a group of subordinates targets a manager who is not perceived as an authority figure, undermining their leadership.
Horizontal Mobbing: This type of mobbing occurs among peers—colleagues in a workplace or classmates in an educational setting. It involves individuals or groups within the same hierarchical level engaging in hostile behavior.
Mobbing at the workplace can manifest in numerous subtle and overt forms. While the methods may differ, the underlying foundation is always hostility and psychological terror directed at one individual.
Common Manifestations of Mobbing.
Social Isolation: The victim is deliberately ignored, their achievements are overlooked, and they are excluded from group activities, both formal and informal. This includes not being invited to business meetings, team lunches, or social gatherings. This artificial isolation can trigger profound feelings of loneliness, insecurity, and worthlessness, eroding their sense of belonging and value within the group.
Spreading Rumors and Defamation: This involves the intentional dissemination of false information, malicious gossip, or the manipulation of documents (e.g., planting or stealing papers). Such actions can severely undermine the victim’s professional reputation, personal credibility, and create a hostile work environment where their trustworthiness is constantly questioned.
Criticism and Humiliation: Victims are subjected to constant negative remarks, mockery, frequent interruptions during conversations, and humiliating comments, especially in public settings. These verbal methods of harassment are among the most prevalent forms of mobbing, designed to diminish the victim’s self-esteem and professional standing.
Workload Manipulation: This can take two opposing forms. The victim might be excessively overloaded with impossible tasks, setting them up for failure and increasing their stress levels. Alternatively, they might be stripped of meaningful responsibilities, leaving them feeling useless, marginalized, and purposeless, effectively isolating them from productive work.
Physical Interference (Less Common): While mobbing is predominantly psychological, some cases may involve physical manifestations. This could include deliberately moving a victim’s workspace to an undesirable location or damaging personal belongings, creating a tangible sense of insecurity and violation.
Cybermobbing: With the advent of digital communication, mobbing has extended into the online realm. This includes sending offensive messages, posting humiliating content on social media, creating fake profiles to spread misinformation, or engaging in online harassment that extends the psychological abuse beyond the physical workplace.
Understanding the Roots of Mobbing.
Attacks don’t just appear out of nowhere. Mobbing can be triggered by a victim’s personal qualities or by the dynamics inherent within the group itself.
Envy: A victim of mobbing may possess greater success, unique talents, or popularity, which can ignite feelings of envy among other team members. This jealousy often fuels animosity and targeted harassment.
Fear of Competition: If an individual stands out due to their exceptional skills, specialized knowledge, or innovative problem-solving approaches, their colleagues might perceive them as a threat. This fear of competition can drive others to try and neutralize the perceived rival through mobbing tactics.
Reluctance to Accept Newcomers: Young professionals or individuals new to a team might face harassment simply because they are seen as outsiders. They often require time for social adaptation and to align with established group norms. During this period, they can be vulnerable targets for mobbing.
Personal Conflicts: Sometimes, mobbing originates from minor disagreements or everyday disputes that escalate into systematic harassment. What begins as a petty conflict can spiral into a sustained campaign of abuse.
Lack of Leadership Involvement: If management fails to intervene in conflicts or, worse, implicitly or explicitly supports mobbing behavior, the situation can worsen dramatically. A lack of clear boundaries and accountability from leadership can create an environment where mobbing flourishes unchecked.
The Far-Reaching Consequences of Mobbing.
In 2022, MTS, in collaboration with the HR project “Companies for All Ages,” conducted an anonymous survey of employees across 27 industries, including retail and IT.
Over 60% of participants reported experiencing harassment within their teams, with 93% of these cases involving psychological pressure. A significant 58% of those affected did not seek help. The survey also revealed that women (42%), new employees (39%), and high-level specialists (32%) were most frequently subjected to mobbing.
Mobbing poses significant dangers not only to the victim but also to the entire collective and the organization as a whole. The main consequences of harassment include:
Psychological Problems: Victims frequently suffer from severe psychological issues such as depression, chronic anxiety, panic attacks, and significantly diminished self-esteem. The constant stress and humiliation can lead to burnout and even post-traumatic stress disorder (PTSD).
Physical Health Issues: The prolonged stress caused by mobbing can manifest in various physical ailments. These include chronic insomnia, persistent headaches, gastrointestinal problems, cardiovascular issues, and a weakened immune system, making victims more susceptible to illness.
Decreased Productivity: A victim’s motivation and interest in their work plummet under constant pressure. This results in reduced productivity, decreased quality of work, and a general disengagement from their professional responsibilities.
Deterioration of Atmosphere: The toxic environment created by mobbing negatively impacts all employees, even those not directly involved. It fosters a climate of fear, distrust, and animosity, leading to decreased morale, collaboration, and overall job satisfaction within the team.
Resignation or Withdrawal from Education: In many cases, victims are forced to leave their jobs or withdraw from educational institutions to escape the relentless pressure and emotional distress. This results in significant personal and professional setbacks for the victim and a loss of valuable talent for the organization.
How to Counteract Mobbing, A Strategic Approach.
When an individual becomes the target of a group’s negative attention, they face not only external psychological pressure but also profound internal stress. Mobbing affects fundamental instincts related to social adaptation. Being rejected by a group is one of the most powerful fears ingrained in the human psyche.
To counteract mobbing effectively, it’s essential to mobilize internal resources, analyze the situation calmly, and adopt a strategic approach. Here are several expert-backed tips to help you navigate and overcome this challenging problem:
1. Identify the Root Causes and Perpetrators.
It’s crucial to determine whether the pressure you’re experiencing stems from targeted actions by one colleague or the entire group. Try to identify the initiator of the conflict and their motives.
Perhaps the cause lies in personal animosity, material interests tied to your dismissal, or a lack of clear role distribution, making you merely a pawn in an internal power play. Understanding the “why” can help you strategize your response.
2. Assess Your Role (Objectively).
Reflect on your own behavior. Are you inadvertently violating unstated rules? Are you trying too hard to fit in, failing to assert your interests, or perhaps going against group expectations?
Or, is the problem not with you, but with the inherent dynamics of the group, possibly even supported by leadership? An honest self-assessment can provide valuable insights into the situation’s complexities.
3. Cultivate New Connections and Reframe Your Image.
Regardless of the specific cause, a key strategy is to build new individual connections within the organization or group.
These connections can offer support, validate your experiences, and provide a broader perspective. Simultaneously, work on gradually correcting your image if you perceive it has been unfairly tarnished.
Colleagues need to perceive you as a unique individual, not just a target. Temporarily reducing your activity or presence in certain situations might help you better understand team dynamics and choose optimal behavioral tactics. Crucially, avoid direct confrontation, as this often escalates the pressure and plays into the mob’s hands.
A Checklist for Combating Collective Abuse.
Acknowledge the Problem and Prioritize Your Well-being: The first step is to admit that you are being mobbed. Assess your resources: do you have enough emotional and mental strength to resist the aggression without compromising your health?
If the situation shows no signs of improving despite your efforts, seriously consider seeking a new job or environment. Your mental health should always be your top priority. Remember, the harassment is usually a reflection of the group’s dysfunction, not a flaw in you.
Maintain Dignity and Boundaries: Be friendly and professional, but never compromise your self-respect or stoop to their level. Avoid trying to please colleagues who are actively engaged in mobbing. As the saying goes, “You can’t please everyone.”
Consider attempting an open discussion with your tormentors; sometimes, a direct, calm conversation can help diffuse the situation, but be prepared for it not to work.
Crucially, do not allow manipulation: avoid personal attacks and resist falling prey to psychological pressure tactics. Stick to facts and maintain your composure.
Focus on Your Performance: Dedicate yourself to your work duties. Concentrate on performing your tasks diligently and efficiently. Don’t allow distractions from the mobbing to derail your professional responsibilities.
When challenged, defend your results and argue your position based on facts and evidence, free from emotional responses. Professional competence can be a strong shield against unwarranted criticism.
Document Everything: Keep a detailed record of every instance of mobbing. Note down dates, times, specific actions, and the individuals involved. This documentation can be invaluable for analyzing patterns, understanding the dynamics of the abuse, and serving as concrete evidence if you decide to seek formal assistance from HR, management, or legal counsel.
Seek Professional Help: If you find yourself unable to cope independently, do not hesitate to reach out to a psychologist or a therapist. A mental health professional can provide strategies for managing stress, building resilience, and processing the emotional impact of mobbing.
They can also help you develop coping mechanisms and guide you through the process of addressing the issue within your organization or making decisions about your future.
Have a Great Day!
