You wake up and get ready for the office, but you know not a single tissue in your body wants you to go in. You might look fine from the outside, but deep down, you are simply not ready for what awaits you that day.
You keep pretending to others that everything’s alright. You cannot share freely what's going on in your mind with colleagues. And even when you do, many only listen sympathetically. In any case, they are going through their own issues, so why bother getting involved with yours?
Workplace bullying
When you're on the receiving end of being bullied, it's a gnawing experience that can take on many forms: from being deliberately excluded to soul-crushing verbal attacks to even more that are harder to detect (e.g. quiet mobbing and damage to your reputation). At times you know something is happening behind you, even if you cannot always fully describe it.
There is a pain and humiliation that goes with being bullied.
And it's not necessarily about your job title or where you stand in the hierarchy. Bullying can happen to anyone in different work settings.
It transcends borders. It's a human topic.
Even if you have never experienced bullying directly, changing jobs or organizations might easily lead to such behaviours being imposed onto you when you least expect it.
Frankly, I believe bullying more regularly happens when organizations are not intentional in prioritizing, measuring and monitoring psychological safety every day. And unfortunately, in our everyday workplace, bullying is more the norm than is fostering psychological safety.
Unlocking the Shackles towards workplace accountability: Where Workplace Policies Fall Short
Despite numerous well-intentioned policies designed to protect employees, a shocking 79.3 million American workers endure workplace bullying, yet only 24% of them formally report it.
How can this be?
One word: Fear.
Think about Susan Fowler, a former Uber engineer. She bravely shared her painful experience of enduring sexual harassment and gender discrimination in a blog post, igniting a powerful wave of awareness. However, her courageous act led to an aftermath filled with investigations, rumors, and the eerie feeling of being pursued.
There are reasons why countless souls choose silence. The fears of retaliation and the unknown consequences of speaking up are real.
The words in our current policies are simply not enough.
Weak enforcement, poor reporting measures, a focus on punishment over prevention, and gaps in implementation leave many of us with heavy hearts, questioning whether change is even possible.
Rising Together: Uniting for Global Workplace Transformation
I believe change is possible.
Change will come in the form of a global movement with the singular focus on prioritizing psychological safety in organizations worldwide.
With a collective effort we can raise awareness on the importance of psychological safety, share workplace stories and knowledge, resources, and advocacy. In turn we foster dialogue, making it harder for mistreatment to arise, let alone to persist when it does.
It empowers victims, pressures organizations to act, and fosters a collective commitment to creating safer, more accountable workplaces globally.
The Power of Collective Accountability
The concept of collective accountability stands on the foundation that every person in the corporate hierarchy work together to create a safe work environment.
In “Winning With Accountability,” Henry. J Evans writes, ''Successful organizations front-load accountability into their strategy. Doing so breeds better relationships, eliminates surprises, and vastly improves job satisfaction and performance.”
Google's "Speak Up" program is a notable example of a company embracing collective accountability.*
A global movement promotes such workplace accountability.
The Real-Life Wins Towards Transparency & Trust
Gallup reports that organizations with a strong feedback culture see a 14.9% lower turnover rate.
Netflix is one great example when it comes to promoting diversity of thought.
It’s been known for its feedback-focused culture, which promotes greater transparency in exchanging ideas and feedback.
Cargill, a food producer and distributor, has recently enhanced its performance to 40%, and 70% of its employees say they feel valued.
This happened when they accepted the fact that they were not effectively engaging with their employees globally and decided to take action.
Cargill introduced an “Everyday Performance Management” system to instill a culture of ongoing conversations between employees and managers through feedback and encouragement.
Clearly where there is intentional and sustainable effort, with the aim to restore trust in our systems, we start to prevent workplace bullying from being the norm.
The Road Ahead: Take Action Now
Workplace mistreatment is a pervasive issue, and current policies often leave much to be desired.
To effectively confront this challenge, we must ignite a global movement that not only empowers victims but also serves as a catalyst for organizations to shoulder their responsibilities.
The keys to genuine change are rooted in transparency and accountability, but above all, we must ensure that victims find solace in the embrace of psychological safety.
Companies like Netflix and Cargill have demonstrated that real transformation is possible through feedback and a genuine commitment to employee well-being.
Now, it's your moment.
Whether you're an individual, part of an organization, or an advocate for this important cause, let's join forces to create workplaces that prioritize respect, transparency, and accountability. Together, we can make a tangible difference.
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