"How To Deal With The Bystander In The Workplace"
Throughout your career, you're likely to encounter a range of challenging personalities in the workplace, from bullies and micromanagers to credit-takers and more. But have you ever considered that the bystander might be the most vexing of them all? The bystander is the individual who observes you being
Throughout your career, you're likely to encounter a range of challenging personalities in the workplace, from bullies and micromanagers to credit-takers and more. But have you ever considered that the bystander might be the most vexing of them all?
The bystander is the individual who observes you being subjected to bullying, micromanagement, or having your ideas pilfered, all while choosing to remain as inconspicuous as a tumbleweed rolling through a desert. They neither speak up nor take any action to support you, even when the situation unfolds right before their eyes. What's more, the bystander isn't limited to just your co-workers; they can also be your line manager or even someone in a position of authority within the organisation.
It's important to acknowledge that, at times, it can be challenging for a bystander to step in, especially if they are working in a toxic environment that tolerates such behaviour towards its employees. When a bystander chooses to intervene in defence of a colleague, they might be jeopardizing their own job security or impeding their career progression. However, when multiple bystanders witness a colleague being subjected to ridicule or mistreatment, is it acceptable for them all to turn a blind eye?
As long as it's not happening to me, I'm not getting involved
Dealing with bystanders in the workplace can be challenging, and the victim will have very little power in influencing them to gain support. but it's important to address this issue constructively to create a more supportive and respectful work environment. Here are some strategies to deal with bystanders:
James Mason
1) Being Open In Conversation
Initiate a conversation with the bystander in a non-confrontational manner. Express your feelings and concerns about their inaction when witnessing inappropriate behaviour.
They may not be aware of how their silence affects you. You could suggest you thought the person talking to you was in a rude and bully-like manner and ask their opinion on whether they agreed.
2) Request Support
Encourage support where you can. If you feel you have been a victim of something against the organisation's policy you could highlight this to the bystander enforcing and possibly influencing their decision to help. If you are on the other hand someone who will support the victim you could also help by discussing with any other bystanders the reasons for reporting an incident.
3) Suggest Solutions
Collaborate with the bystander to find solutions that make it easier for them to intervene. This might involve reporting mechanisms, support from HR, or establishing a workplace culture that values speaking out against misconduct.
4) Reiterate the Company's Core Values
If your company condones bullying, undermining individuals and those who take credit for other people's work then it's worth mentioning it again to the bystander or bystanders who could help your position and intervene
5) Seek Support from Others
If the bystander remains unresponsive, consider talking to other colleagues who might be willing to support you or speak up when inappropriate behaviour occurs.
6) Report to Higher Authorities
If all else fails and the bystander refuses to change their stance, consider reporting the issue to higher management or HR. They can take appropriate action to address the bystander's behaviour and create a safer work environment.
Conclusion
While it's essential to explore the aforementioned points as a first step, it's possible that none of them may yield the desired results. Before resorting to any drastic measures, it's advisable to consider these alternatives. If you find that your workplace is entirely toxic and is led by individuals who seem to disregard ethical standards, it might be worth contemplating a transition to another company. However, it's important to note that many organizations today are compelled to adhere to The Equality Act of 2010. This legislation encompasses employment law and safeguards against any unlawful treatment, including discrimination, harassment, or victimization.
It's crucial to bear in mind that addressing bystanders demands patience and persistence. Not everyone will immediately alter their behaviour, but through efforts to raise awareness and promote empathy, you can contribute to shaping a workplace where everyone experiences respect and support.
