Man who bullies and is intimidating
With persistence and personal courage, you can neutralize the bully behavior and regain your conflict-free workplace.
High school can be a daunting time — you're trying to figure out who you are and who you want to be, all while trying to pass geometry.
Ask your coworkers to document the bully’s behavior and any scenes they witness when the bully targets any coworker.
This will help you build a stronger case for your organization to take action.
If you tolerate the bully's behavior, you are training the bully to continue the reprehensible actions.
Most importantly, once you have set the limit in your mind, exercise your right to tell the bully to stop the behavior. This is meaningless commentary when you're talking to a bully. But, as Jonathan Littman and Marc Hershon suggest in "I Hate People," bullies are “only effective when they’re on solid ground.
The thing that unites all of these films' unsettling high schoolers is the power they have over their peers.
They don't just leave destruction in their wake — they recruit more destructors.
If the bully is talking over you with complaints and criticisms, ask him a direct question about what he recommends instead.
If five of you experience the bullying and five of your coworkers document the bullying, then you build a case to which HR and your management can respond on solid ground.
They need evidence and witnesses, even if everyone knows, that the bully is a bully. An earlier Zogby-WBTI study indicates that only 3% of bullied employees sue and 4% complain to state or federal agencies.
If you decide to press charges in the future, you need to have witnesses and dated documentation.
Note whether the bully pulls the same behavior with your coworkers.
Most employee handbooks describe the HR investigation process that your complaint sets in motion.