Wipe Out Workplace Bullying: How HR Can Make It Happen With Gary Namie And David Yamada (#36)

Federal laws are on the books that require physical safety and prohibit harassment and discrimination on the job. However, handling complaints that accuse managers, or even executives, of being disrespectful or abusive can be legal gray areas that leave HR caught in the middle. Dr. Gary Namie, Director of the Workplace Bullying Institute, and Suffolk University Law Professor, David Yamada, share practical ways to address these delicate situations.
According to Dr. Namie: “Bullying is all about a narcissistic individual of any rank fouling up the work process and productivity and team dynamics. So bullying actually prevents work from getting done. That's the hook that HR can use because if they can show the documentable harm on productivity, then the C-suite has to care … because bullies are very expensive to keep.”
Highlights
[2:32] The Healthy Workplace Bill
[7:23] What qualifies as bullying or abuse(“I think there’s a lot of confusion …”)
[10:52] HR’s toxin handler role(“But how can HR sit …”)
[14:36] The business case for doing something about bullying(“They are actually destroying …”)
[26:57] Types of bullies and bullying traits
[32:57] When bullying is written off as personality conflict
[33:58] Alternative remedies to a zero-tolerance policy
[41:02] High performing bullies
[45:48] Gen Z’s influence
[46:30] Helpful actions HR can take
Guest Bios
Gary Namie, Director, Workplace Bullying Institute
Gary Namie is a social psychologist who began consulting for organizations as “The Work Doctor” in 1985. He also taught graduate and undergraduate courses in management and psychology and co-founded the Workplace Bullying Institute with his wife, Ruth, to prevent and correct abusive conduct at work through education and training. The couple has also written the books “Bully-Proof Yourself at Work,” “The Bully at Work” and “The Bully-Free Workplace.”
David Yamada, Director, The New Workplace Institute at Suffolk University Law School
David Yamada is a globally recognized authority on workplace bullying and psychological abuse. He authored the Healthy Workplace Bill, which has become the template for enacted and proposed workplace anti-bullying state laws throughout the U.S. His blog, Minding the Workplace, has attracted more than 1 million page views since launching in 2008.
Links
workplacebullying.org/
newworkplace.wordpress.com/
www.hrmorning.com/articles/ba...
www.hrmorning.com/articles/re...
Berta Aldrich’s best-selling book, Winning the Talent Shift, is available on Amazon ⁠⁠⁠⁠⁠⁠www.amazon.com/dp/1119768713
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[@Lucky2beme]

HR has no power over a target reporting abuse. Targets are never believed, NEVER. coworkers see it and dont report it out of fear they will be NEXT.

[@Lucky2beme]

Its all about POWER AND CONTROL .. Period!

[@rubberbiscuit99]

Disordered people are not held accountable for bullying in the workplace. Disordered people are obsessed with power and control, and they will always deny what they do and double down. Disordered bullies do not change. Corporate "leaders" who tolerate and/or enable these people's dysfunctional and destructive conduct are responsible to repair the problem. I guess too many of them are themselves bullies, or see bullying as normal, because things have not changed. Thank you for bringing this issue to the light.

[@Lucky2beme]

If you have a bad vibe about your job best choice is to run towards the exit soon as fast as you can. I didnt do that and endured over 7 years of bullying and narcissistic abuse. My belief is that many were involved including upper management in the scheme as well as organized stalking of the targets. Thank you Dr Namie for exposing this abuse of power by employers towards TIs

[@mikejones9906]

The higher ups are powerless due to workplace laws. These people are very well versed in workplace law and they secretly document everything on everyone. The higher ups don't get rid of them in fear of lawsuits and by the time they figure it out, it's too late, they've already been mirrored by the Narc. Of course, they can't legally tell you all of this but that's what's going on. It honestly does seem like they're all in on it but it's usually just an individual or a few people that are masterminding everything.

[@weirdwolf888]

Hmmm. I’ve been bullied before (in work, once before; and in private life)… and it affected my health badly - physically and emotional. I am now being bullied again in work. And I’m not going to let it get any further, it’s already affecting me, but I will not let it get to that same stage - but that doesn’t mean it’s not bullying, just because this time I’m not willing to let it damage my health like that. Bullying is bullying regardless of the ‘outcome’

[@OK-wb1dy]

“… an individual fouling up the work process…” is bullying… A great description

[@Lucky2beme]

When a male supervisor pounds his fists onto his desk while berrating the target

[@helenewebster-sisk2407]

Yes, PTSD-ANXIETY trauma, Chronic Depression, and mental debilitated from PRL'S Legal Counsel and Upper Management, HR etc.

[@Corina-dq2my]

He is absolutely brilliant on this scheme. He nailed it, the bullies games.

[@Lucky2beme]

If a supervisor can prevent his team from receiving a qtrly bonus he will get his bonus!! not fair yet its true!

[@OK-wb1dy]

15:00 Talking about documentable harm to the mission of the organisation - I once worked in a section of a government service provider department, where the boss created work for herself and the section, by stretching 3 months of report writing to eternity. All that happened in the section was gossip, section members pandering to the section head’s narcissism and statistics manufacturing. The point I’m trying to make here is that HR can easily be duped by ‘manufactured’ statistics. The bully says “… There you go. I and my section have fulfilled and surpassed the mission of the organisation…”. And the bully even gets a bonus.

[@agak61]

Great talk ! Thank you

[@helenewebster-sisk2407]

Pattern and Practices- yes!

[@helenewebster-sisk2407]

Workplace abuse and bullies are also tormented patients in the hospitasl by doctors, nurses, and cna's. Iatrogenic's Premeditated Malfeasance manipulated Malpractices, Rico Racketeering Schemes and Death-Murdered, Violent Crimes Personal Injuries, and False Imprisonment,etc. I

[@robertmendrik4120]

A lying bully manipulates the rest. He looks like such a good employee . Removing the target is usually the easiest way to solve the tension. Until the next target is put to shame.. and the cycle repeats... Target can join the bully, or ignore it. Result is the same. Leave the situation, despite being there to add to the organisation. Leave with dignity while you can ..

[@allkindsamusicchick]

Yes, removing the target...is exactly what they want most. It's personal.

[@allkindsamusicchick]

27:10 and forward. David is correlating economic down-times to bullying. I do believe that economic down-times attribute to 'some' bullying, which would come from upper- management, I have endured that also...... however, most of the bullying that I have been subjected to..... was just fiber to the fabric...of that organization....in which...the higher-ups.... would not have had a clue. Those who are targeted...often...do not speak up...unless spoken to. They never throw the first punch. They just want it to go away....because it is harmful, both physically, and psychologically. One can only take so much....until they are truly affected by this swashbuckling. I can't imagine wanting to hurt another....for sport. There are those, however, who relish that participation.

[@Lucky2beme]

The bully will ask you to come into his ofc close the door so he can proceed to berrate the ti while pounding fists onto his desk. Then the ti has to go back to work moments after as if nothing happened.

[@daveyy3804]

HR is allowing it even helping it so forget it

[@user-lv5lq1nf5d]

Yes, went to human resources. She said when she hires people in she doesn't know them or where they worked before. And when I told the company that there was major issues, they said they would transfer me. After three weeks , they said they couldn't find a different place in the company, so I put my two weeks in A minute later she said, we are letting you go. I said, no i just put my two weeks in. Ypu drug this out for almost a month. Either way, I was told by many that worked there, the management and the store was a joke. Sad for the ones who stay there. Sad

[@antilaw9911]

You don't have to put 2 weeks or anytime in. Never do that. Don't ever let them know.

[@OK-wb1dy]

12:00 HR can’t do much.

[@themiddlekid1966]

Been there...pure hell....now I'm just doing time. Early retirement from this place soon. I could have sued them. Not gonna bother. Just leaving.

[@allkindsamusicchick]

I've never thought litigiously. I just want peace.

[@themiddlekid1966]

@@allkindsamusicchick I say I'm going to sue them but I never do I wish you well

[@Lucky2beme]

My credit card came up missing snd my former employer and we were not provided with lockers for our belongings where as my purse had been rifled through, items were stolen out of my purse, my credit card was stolen out of my jacket pocket as well.

[@helenewebster-sisk2407]

It was racial discrimination for me because Blyth Stevenson not only called me racial slurs but also treated me as such: N-Word, stupid, ignorant, crazy, black, and Mismatched." I was the top Sales person for the short time period even though Blyth REFUSED TO provide training. Set up to fail.

[@yangshifen9778]

Thanks very much for this video. Why am I as the victim of bully asked by Hr to sign my complaints statements before they proceed to investigation ?

[@Cobra427Veight]

Not sure about that , but if your country has mediation, don't fall for the pathetic buy off $ amount of money , and sign here and zip your mouth .

[@WBI]

From Gary Namie ... HR does not want to grant you anonymity. This, of course, ensures retaliation by perpetrators and allies. Never forget that HR is a management support function, even if they prefer to posture themselves as employee advocates. Winning formal complaints is nearly impossible. Isn't it odd that HR investigates? They serve as judge and jury. HR is not neutral or a disinterested party. They are management!

[@Lucky2beme]

I attempted to report the abuse and the gaslighter screaming mimi bully and my grieveience was ignored

[@Lucky2beme]

6'4" tall male supervisor berrating - displaying extreme anger towards a TI who is 5'4" tall--screaming mimi pounding fists onto his desk while yelling to where the TI is crying tears

[@allkindsamusicchick]

Bullying?? Not my first rodeo, but yet....always...shocking. Those of us that allow it to continue...only do so...because...there are bills to pay...as well as new skills to acquire. At this juncture...I feel pretty worn down...from the treatment I've received for the last 3 years, as well as knowing...that I must venture forth...and seek employment elsewhere. There is no resting ground...when bullying is allowed. There's no sense in addressing it to upper management. I have zero faith...that anything would truly be done about it...without further retaliation. I'm finding that social, and emotional intelligence....are pretty near next to nil in the workplace. Luckily...there are at least a few...from workplace to workplace...that are respectful in general. Still....it is a major drag! The ways in which I've been treated...and spoken to...by the upbraiding brigade....are truly profound.

[@Lucky2beme]

Have you ever done any research on the subject of Organized stalking its all part of covert office bullying. Let me how that research pans out.

[@Lucky2beme]

Bully will try to communicate that it was all of the targets fault

[@broco6608]

Why is the legislation only for the most serious of cases? And, why can't the laws be based on the level of offense and the level of trauma?

[@davidyamada483]

From David Yamada, HWB author: The Healthy Workplace Bill is designed to provide redress for the classic instances of workplace bullying, i.e., targeted abuse that causes physical and/or psychological impairment, the latter of which would certainly include psychological trauma. In its own way, the HWB does indeed take into levels of bullying and accompanying harms, because those factors would affect the amount of damages that could be secured. This includes the possibility of emotional distress damages and punitive damages if the behavior is especially egregious, the employer is ignoring or defending the abuse, and/or the harm is significant.

[@Corina-dq2my]

It bothers me, personally, that a person has to be in a protected class to have any possible recourse. If someone is robbed, do the police say, "Well, was is due to your religious beliefs? Because otherwise we can't help you, sir."

[@Lucky2beme]

The screaming mimi supervisor pound fists onto his desk lying to employees or better yet the male bully is great at gaslighting tactics on the regular basis towards his targets, you can best bet your targets are aware the guy is a provebial puppet for upper mgt. They are laughing at him around the conference table at the end of the day.

[@Lucky2beme]

How bout a Mgr interrupting another Mgr for the purpose of wasting valuable time. When that indidivual should be spending time improving the telesales team not BSing with the CS mgr about crap that does not make the sales numbers increase for the team. These bully types get their mgr bonus while their team gets the shaft. Meanwhile the team did all of the work not the bully mgr. Its a strategy for the target to pay the ultimate price. Basically the target was set up for all of the abuse from the start.

[@Lucky2beme]

@catherinechristian4142 --evidently you have not been listening to the entire podcast--dont reference any one on this feed as a phony--you dont know the TIs experiences at their workplace--peace be with you.

[@helenewebster-sisk2407]

I just wanted the outrageous bullied behavior from Blyth and Monica to stop! ✋️ 🫸