"That's enough, I'm quitting!" 

Responding appropriately to bullying is often as difficult as dealing with it properly. In addition to being a "bearable" psychological burden, bullying can trigger serious illnesses. Those affected by bullying rarely speak out. It usually affects the people who are shyer or that do not have such a strong voice within the company, it often affects women in a masculine work group and trainees. Affected people have more options than just quitting. Even if it is difficult, they should defend themselves. In this way, they may be able to help others who have been affected in the past. Managers can also take effective action against mobbing. Mobbing is a serious issue that should not be kept quiet in the working world either. 

Why does bullying occur  

Victims of bullying ask themselves why they are being bullied. The answer is simple: bullying is mean and indiscriminating. There can be countless reasons for bullies to choose their victim. Victims seem to be too successful or not successful enough. They have a disease, are too beautiful or too ugly. Bullying usually affects people who stand out from the crowd in some way. Victims of bullying should be aware that they themselves are not to blame. People mob in order to put themselves above others and thus feel stronger. They try to draw attention to themselves and often begrudge others.   

How those affected by workplace bullying should react

First, it is important for those affected not to place the blame on themselves. In this way, affected persons can avoid being mentally burdened by bullying. If the mobbing is in a type of initial phase, it can be useful to confront the mobber directly, straight away. Many bullies are unaware of their actions and their effects. In a more advanced case, it can help to confront the mobber not only in private, but in front of other work colleagues. Since bullies usually act secretly and behind the victim's back, the affected person can show that he knows who is guilty and that he will not put up with this type of behavior. Afterwards, perpetrators often desist or at least reflect on their own behavior. Before a third party is called in, the victim should keep a kind of diary in which situations should be recorded exactly, since the victim has the burden of proof. In this log they should record the date, place, witnesses and what was said or done. With the diary it is easier to find solidarity with neutral colleagues who can stand up for you in a bullying situation. In addition, if necessary, one can show these to the team leader or managing director and their actions are facilitated by the exact documentation. Even in seemingly hopeless situations, those affected should react and not simply let the bullying get the better of them.

What managing directors can do about mobbing

In many cases of mobbing, the only option for those affected is to go to the managing director. The employer should take every case of mobbing that is brought to their attention seriously. If the situation of the person affected could not be documented precisely, it is the task of the managing director to first neutrally ask both parties for a discussion in private. If this stage is exceeded or the case is sufficiently documented, the managing director should make it clear to the mobber that his behavior will not go unnoticed and threaten him with consequences. Here, the employer should weigh up for himself whether he wants to keep the identity of the person affected secret. In addition, he should provide the affected person with necessary assistance. This can take the form of a desired transfer to another department or contacting a counseling center. In the best case, it is the goal of the manager that all employees feel comfortable at work.