Surviving Workplace Mobbing:

Identify the Stages

The stages of grief may help mobbing targets identify and heal their own losses.
Post published by Janice Harper Ph.D. on Mar 28, 2013 in Beyond Bullying

For targets of workplace bullying who suffer severe psychological and social
pressure, there are many resources and trained professionals to help them. But for
targets of workplace mobbing, which is a form of group bullying that can have even
greater impacts on ones psychological well-being and career, there are far fewer
resources. Moreover, few mental health professionals are trained to recognize
mobbing, much less address its impacts.
As someone who receives phone calls and emails from mobbing targets on a
regular basis, and having survived a particularly egregious case of workplace
mobbing (link is external), I have come to see that how a mobbing target heals and
recovers from mobbing varies, depending on the psychological stage of grief they
are in when they seek help.

Elizabeth Kubler-Ross famously demonstrated that grief is a profound and

patterned state of psychological stress and depression associated with the loss of
a loved one. Not everyone who is grieving experiences all of the stages or even the
same sequence of stages, yet the patterned emotional responses to death and
loss are common to most humans.
When applied to mobbing, where loss of ones reputation, professional identity, job,
economic base and career are put at risk, these stages may be meaningless in the
early phases of collective aggression. Indeed, in the early stages of collective
aggression, targets are often unaware that others are gossiping about them, or
that leadership has marked them for elimination. To the extent they are aware a
mob is forming, they often dismiss the red flags that indicate group aggression is
gaining momentum and that the targets elimination from the workplace is
inevitable.
By the time a worker realizes that they are being targeted by an ever-growing
group of hostile coworkers and managers, saving their job may be too late. But
identifying where they are at emotionally in their response to the mobbing, may
help them gain control of their emotional responsesand hence their career. In
what follows, I discuss these stages of grief and consider how they apply to
mobbing.
Denial The first stage of grief is denial and for mobbing targets, this important
stage is critical. The signs a mob is forming include any action on the part of
management to formally criticize, investigate, warn, suspend, terminate or report a
worker for wrongdoing. It may take the form of a harsh evaluation, a verbal rebuke,
or a formal charge of misconduct. When this happens, the worker is wise to both
recognize the potential damage that will come from such an action, and to respond
as non-aggressively and discretely as possible. This latter action may be counterintuitive for some workers who respond to such professional threats proactively,
particularly if the managerial actions are unjust and retaliatory. But the worker who
responds swiftly and assertively to managerial abuses is very often the worker who
is swiftly and assertively mobbed.

An organizational leadership that is prone to mobbing will not waste any time
alerting the workforce that the worker they want out is a trouble maker, with a long
history of issues/problems/complaints/what-have-yous who will be better off in
another job. When this happens, even workers with stellar reputations and work
records quickly find their identities and work histories revised as management
discretely shares their concerns about the worker to the workers coworkers,
suggesting that opportunities for advancement or improved working conditions may
ensue once the difficult employee is gone. To limit this aggression, do not discuss
managerial abuses with coworkers or others associated with the workplace, and
keep any formal responses brief, factual, and non-threatening.
Another way that denial manifests itself is for the worker to become emotionally
numb if not shocked. This response is particularly likely the more harsh and
flagrant the managerial action. This response can be especially debilitating,
preventing the worker from focusing, and often plunging the worker into a state of
deep depression. Unfortunately, this response, while normal, can further erode the
workers standing because they are not performing to their best ability, and their
anguish and stress are often visible to coworkers, creating the appearance that the
worker is not up to par, if not mentally ill. If you find yourself in a state of shock or
numbness, get help from a mental health professional quickly so that you can
withstand the intensifying aggression to comebecause it will.
Anger Its completely natural to become angry when people treat us unfairly, and
its understandable that humans become enraged when their survival is threatened
which is what happens when someones job and career are at stake. But this is
precisely the stage that a mobbing manager most delights in, because this is the
point where workers, who feel powerless in the face of managerial attacks, look
crazy, if not dangerous. The angry worker is a scary worker, and coworkers will
avoid them. Gossip will shift from what management has done to the worker, to
what the worker might do to them.
Any threats of revenge, retaliation, or even a threat to see a lawyer and seek
justice, can quickly be viewed as threats of violence once gossiping tongues start

wagging. There is also a legal reason an abusive organizational leadership might

provoke a worker toward this stage. If the worker has a potentially legitimate claim
of retaliation for filing a grievance related to a protected status or action, such
as discrimination, sexual harassment or whistle-blowing, it is illegal for
management to retaliate. But it is legal for management to terminate the employee
for any action that constitutes legitimate grounds for terminationsuch as making
threats to the workplace. Even language as benign as saying youll get back at
them for what theyve done, that theyll be sorry they messed with you, or you wish
the sons-of-bitches dead, will be construed as threats. I have reviewed many cases
where just the look on the workers face or their body posture was reported to
management as scary, intimidating, or threatening, when they were going
through the anger phase of mobbing.
Bargaining When it comes to death and dying, we often try to bargain with God,
knowing the odds are usually stacked against us. But when it comes to mobbing,
we are often confident that we can reason with our employers. This is a mistake,
and one that often provides abusive employers with key information about a
workers legal strategy, personal desires, and weaknesses that are then used
against the worker. If bargaining follows the stage of anger, it is almost always
futile, or provides the worker little compensation for the wrongs theyve suffered,
such as a paltry severance package and lukewarm references that make it clear to
future employers the worker was unwanted.
If management has made a public renunciation of a worker and done nothing to
intervene to stop gossip and workplace abuse against a worker, they will be deaf to
reason. Cognitive dissonance will have kicked in and no matter what evidence is
presented to the employer to demonstrate how unjust, if not illegal, the employers
actions or unfounded their perceptions, nothing will persuade them to negotiate
fairly. The more evidence that is presented that they are in the wrong, the more
they will be determined to prevail. The more desperate they see the worker is to
end the aggression and move on, the more confident they will be that they are
winning. And the more aggressively the mob is becoming in fueling a hostile

work environment, the more certain management will be that the worker is
deserving of the treatment.
Bargain at an early stage, or dont bargain at all, unless you are willing to take
whatever crumbs are tossed your way (which may be the best option, as I will
discuss in a future essay). If you arent willing to settle for crumbs, and didnt
bargain early enough, hold off on the bargaining until you are either out of the
workplace (but have retained your legal rights), or have fallen quiet and played
dead long enough for the tide of aggression to subside.
Depression The depression associated with mobbing can be debilitating, and it
can hit while still on the job, and commonly, becomes profound after job loss.
Severe depression is particularly likely if the shunning associated with mobbing
has extended to ones broader social or professional network. In addition to mental
health treatment, there are a number of coping strategies that can help prevent the
acute depression associated with mobbing from turning into chronic and serious
depression. Exercise, comedy, community service, travel, and cognitive therapies
are all excellent for alleviating acute depression, which in time can mitigate or
prevent chronic depression. Broadening ones support group outside the workplace
is also invaluable in helping to overcome the depression mobbing targets inevitably
suffer.
Acceptance The final stage of grief, acceptance, may be the most difficult to
achieve for the mobbing target who has suffered profound injustice and/or
professional, social and economic loss. Yet it is the first stage to true healing, and
thus the most important. The earlier one reaches the stage of acceptance and
removes themselves from proximity to the mob, the faster and greater the recovery
both psychologically and professionally.
By reflecting on these stages of grief, both mobbing targets and their coworkers
can gain insights into what is going on and respond accordingly. To coworkers, if a
worker who is being targeted by management for elimination acts strangely or
appears mentally unstable, consider these stages and how their behaviors might

appear strange, but are actually normal responses to abnormal stressors, and they
are temporary.
To the mobbing target, first identify the stage you are in, and then know that this
stage will pass. The external situation may remain adverse, and in most cases, will
even worsen in many respects. But the emotional state you are in is temporary,
and psychological recovery is possible regardless of the material losses.
For those who find themselves stuck in a stage, however, recovery may be distant.
The most common stages where the mobbing target freezes are anger and
depression. There is every reason to be furious if you have been mobbed, and
every reason to be profoundly depressed if you have lost your job and not found a
comparable new one, and especially if you have been shunned. But no matter how
justified your emotional responses, always remember that you cannot heal until
you address the stage that you are in, and reach the state of acceptance which
allows you to transcend the painful past and restore your mental and emotional
health.
Its not easy, its not fair, and its not fast. But for all who say that bullying and
mobbing destroy a person, I answer, only if you let it. Dont let yourself be
destroyed. Let yourself be healed so that you can give to the world your own
unique gifts, skills, and personality. To give into the rage or the depression, is to
join the mob against you. Dont treat yourself in the same way the mob has treated
you. Heal yourself. Only then will you begin to get your life back, and it may well be
a far richer and more rewarding life than you ever knew before.