The 5 phases of workplace bullying according to heinz leymann: which one are you in? - workplace harassment

Workplace bullying, also known as mobbing, is a painful and devastating reality that affects a significant number of people in the professional sphere. Understanding the dynamics of mobbing is crucial to being able to identify, prevent, and combat it. One of the most recognized models for understanding this phenomenon is that proposed by the German psychologist Heinz Leymann, who identified five distinct phases in the workplace bullying process.

In this article, we will explore each of these phases in detail, help you identify which one you are in (if applicable), and provide valuable information to face this situation.

What is Workplace Bullying (Mobbing)? A Clear Definition

Before delving into the phases, it is essential to define what we mean by workplace bullying. Mobbing is defined as a situation of systematic and repeated psychological violence exerted on a person in the workplace. This violence can manifest through various behaviors, such as:

• Constant and unjustified criticism.
• Public or private humiliations.
• Social isolation and exclusion.
• Deliberate overload or lack of work.
• Threats and intimidation.
• Spreading of rumors and slander.

It is important to emphasize that workplace bullying is not an isolated conflict, but a systematic and prolonged campaign aimed at emotionally destabilizing the victim and, ultimately, achieving their departure from the company.

The 5 Phases of Workplace Bullying according to Heinz Leymann: A Detailed Analysis

Heinz Leymann, a pioneer in the study of mobbing, identified five distinct phases in the development of this destructive process. Understanding these phases is key to identifying workplace bullying in its early stages and taking measures to stop it in time.

Phase 1: Critical Incident or Initial Conflict

This phase is characterized by the appearance of an unresolved conflict or a critical incident that unleashes a series of tensions in the work environment. It may involve a disagreement about a project, a difference of opinion, or even a simple misunderstanding. However, what distinguishes this phase is the inability or unwillingness to resolve the conflict constructively. Instead of seeking solutions, the parties involved may resort to tactics such as avoidance, denial, or even passive aggression.

Warning signs in Phase 1:

• Frequent and tense arguments.
• Repeated misunderstandings.
• Lack of effective communication.
• Feelings of frustration and resentment.

Phase 2: Psychological Harassment and Stigmatization

In this phase, the initial conflict intensifies and transforms into a campaign of psychological harassment directed specifically at one person. The victim becomes the target of constant attacks, humiliations, criticism and social isolation. The harassers (who may be one or several individuals) use subtle and covert tactics to discredit the victim and damage their reputation. Rumors begin to spread, impossible tasks are assigned to them, or they are excluded from important meetings. The victim is stigmatized and labeled as incompetent, problematic or conflictive.

Warning signs in Phase 2:

• Constant and unjustified criticism.
• Public or private humiliations.
• Social isolation and exclusion.
• Rumors and slander.
• Assignment of impossible or absurd tasks.
• Blocking of communication.

Phase 3: Management Intervention or Case Handling

In theory, at this stage company management should intervene to investigate the situation and take measures to resolve the conflict and protect the victim. However, in practice, the opposite often occurs. Management may minimize the problem, ignore the victim's complaints or even side with the harassers. In many cases, the victim is blamed for the situation, argued to be "hypersensitive" or "conflictive". This lack of support and understanding from management further aggravates the victim's situation and makes them feel even more vulnerable and unprotected. Sometimes, even rigged internal investigations are initiated to justify the harassment or transfer the victim to another position, perpetuating the situation.

Warning signs in Phase 3:

• Management ignores the victim's complaints.
• Management minimizes the problem.
• Management sides with the harassers.
• The victim is blamed for the situation.
• Unfair or biased internal investigations.

Phase 4: Marginalization and Exclusion

In this phase, the victim is increasingly isolated and marginalized. They have lost the trust of their coworkers and feel unable to perform their tasks effectively. Their work performance decreases and their mental health deteriorates. The victim may experience symptoms such as anxiety, depression, insomnia, headaches and gastrointestinal problems. Often, they are forced to take sick leave. The goal of the harassment, which is the victim's exit from the company, begins to materialize.

Warning signs in Phase 4:

• Severe social isolation.
• Loss of self-confidence.
• Decreased work performance.
• Physical and mental health problems.
• Frequent sick leave.

Phase 5: Exclusion from the Workforce

In the final phase, the victim is expelled from the workforce. They may be dismissed, forced to resign, or retired early. In many cases, the victim is marked by the experience of harassment and finds it difficult to find new employment. They may suffer long-term psychological aftereffects, such as chronic depression, post-traumatic stress disorder, and difficulties relating to others. This phase is the culmination of the harassment process and has devastating consequences for the victim and their family.

Warning signs in Phase 5:

• Dismissal.
• Forced resignation.
• Early retirement.
• Difficulties finding new employment.
• Long-term psychological aftereffects.

What to Do if You Are Suffering Workplace Bullying (Mobbing)?

If you identify with any of the phases described above, it is crucial that you take steps to protect yourself and defend your rights. Here are some suggestions:

• Document everything: Keep a detailed record of all incidents of harassment, including dates, times, locations, names of the harassers and witnesses, and an accurate description of what happened.
• Seek support: Talk to someone you trust, such as a family member, a friend, a coworker, or a mental health professional.
• Consult a lawyer: A lawyer specialized in labor law can advise you about your rights and legal options.
• Inform the company: If you feel safe doing so, inform company management about the harassment situation. If the company does not take appropriate measures, you can file a complaint with the competent authorities.
• Prioritize your health: Workplace bullying can have a devastating impact on your physical and mental health. Make sure to take care of yourself, get enough rest, eat healthily and exercise regularly. Consider seeking professional help to manage stress and anxiety.