Getting Over It

I don’t know that there’s ever a getting over an event that results in Post Traumatic Distress Syndrome – especially if it’s a series of related traumas, one after the other with no respite or recovery in between.

Just a never ending escalating conflict wherein your values and ideals are destroyed, distorted and damaged, and nothing you can do, nothing you can think and no one to protect, guide or salvage you from harm.

Being bullied in the workplace is far more destructive than bullied in the schoolyard. It seems worse as a younger person, but that’s because of the innocence of the world, school bullying makes your world as bad as bad can be in the context, but as a child and teen – you have parents who can go to the school board, you have a buffer zone that you don’t have an adult.

As a child or teen, you haven’t had as much world experience to know anything other what what’s normal for you, what’s the average normal for your peers and what’s normal for a few other individuals who seek to impose their will upon everyone else – the bullies.

As a child or teen, you maintain the illusion that the adults have the means to set things right.

So imagine being an adult, and knowing that adults ignore the means that they have to set things right, in favour of imposing their will and norms upon a workforce, where the current economic situation is that moving careers or jobs is difficult and your mortgage and well being is dependent upon being a contributing and productive member of the workforce.

But the workplace bullies won’t let you do meaningful work, just duplicate busy work so they can have enough work as managers to manage their staffing levels; without regard to work to worker ratios and without the well being of said staff as a consideration.

It seems to me that we know much more than we admit that we know in society. Organizations are like people, they have personalities, the whole of the sum of employees – from the senior-est management down through the ranks to the lowest of the low.

How the levels interact with each other; this is the heart of the corporate culture, in what ways are people supported and in what ways are they undermined. How much productivity is generated, given all the corporate culture problems, versus where we could be productivity wise, if the corporate culture was better.

So why aren’t we looking at the human resources statistics more – turnover because of employees leaving vs employees being promoted. The number of complaints filed against management and the mix of one time complaints versus repeat complainers – because this are the people who are pointing out the areas of serious corporate culture problems.

Think of it like a politican – if a person sends an email to complain vs writes a letter vs sends in a petition vs hundreds of people writing about the same issue – it takes a lot to motive a person to go above and beyond their job – so anyone who actually files a complaint, needs to be listened to, because they are upset enough to stick out their hand or neck and get it slapped or cut off to tell you what’s wrong.

A person shouldn’t have to repeatedly make the same complaint over and over before they get listened to – their claim considered at the lowest possible level to be sure – but if it’s the lower level getting heard is the problem – then senior management needs to be paying attention and not ignoring the trends of complaints or repeated complaints.

This means that the employees are trying to get your attention – and ignoring that complaint process, not giving employees a fair hearing is only telling the employee that the corrective process is defective by design – it’s like the button that shuts down the assembly line, it’s there so you never push it, not intended for use.

So employees beat their head against the corrective process wall and bide their time until they have the means to leave, or they give up and become part of the corporate culture that ensures the problems continue.

In any event, people fall through the gaps in the processes that are supposed to help and are hindered at every turn.

So it’s little wonder that there is so much discontent and rage, wanting a change, needing a leader, a champion to say what that change should be.

 

4 thoughts on “Getting Over It

  1. Yuck. I lost my last job because everyone else in my department would come in early, stay late, and work through lunch for free – when I refused. I never had the bullying at work, tho at that place I know someone who quit for that very reason. Shocking to me – he was a 6ft plus scary looking man. With the heart of a puppy, poor dear. A champion would be good, but how?

    • Yes, people don’t see that they aren’t doing themselves a favour by that conduct of come early, work through and stay late. It means the workload is too much for the number of employees that work can’t be done during the regular hours.

      Worse are people who create go arounds which become the norm – because that makes it harder for the next person who takes over the job. Especially when it’s go around policy and don’t document it.

      I was bullied because I said plainly, there was not enough work for the number of employees. Too little work and most of what we had was unnecessary by policy definition. Or worst, duplicated or plain busy work.

      In a functional workplace, I should have been promoted for reporting the savings opportunity.

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