Speaking out for yourself if you’re being mistreated or bullied at work is crucial. However, this may seem somewhat awkward if assertiveness isn’t your strong suit. We get it completely! Feel free to stand up for yourself at work; you are entitled to fair treatment. We’ve developed a list of suggested responses to common problems encountered in the workplace.
[1] Never lose your cool
An angry reaction may come out as aggressive rather than assertive. We realize it’s challenging to remain calm under pressure but try your best. Get some space, breathe deeply, and wait to respond until you’ve thought things out. When things are heated, you can slap back and come out as the aggressor instead of the victim.
To calm down, take a little break if necessary. Please return to the situation when you’ve calmed down and done it professionally and courteously. Try asking yourself this when you’re feeling down: “How crucial is this at the moment? Will we still care about this in a week?” That may help you see the situation more objectively. The best reaction is a confident one that doesn’t lose your cool. It’s an excellent approach to expressing your needs and emotions to others around you.
[2] If you disagree with a coworker, say so politely
Raise your voice without attacking the other person. There’s no shame in voicing your disagreement with a coworker’s viewpoint or proposed approach to an issue. But don’t be confrontational by making them choose between your concept and theirs. You should, instead, show appreciation for the other person’s suggestion before presenting your own. For instance, “Taking Kathy’s advice would be a smart move for the business. Even so, I thought that could help us meet our quarterly target sooner. That begs the question: what does everyone believe…”
In light of your previous adjustments, I was wondering if you may have an opinion on this other approach. Don’t be afraid to suggest a better method of shift scheduling to your boss if the current system doesn’t work for you. If you want to say something like, “Mr. Sellers, I truly appreciate that you want our shift allocations to be fair,” that would be OK.
[3] When resolving issues, it’s essential to act swiftly
The best method is to give a direct answer verbally. Don’t go back to your desk and stew all day if a coworker says or does anything that offends you. When to prevent more damage, it’s essential to address their inappropriate actions as soon as possible. Be patient, but tell them uncertainly that their behavior is unacceptable and must stop. For instance, if you’re at a meeting and someone calls you “Honey,” you may say, “I don’t enjoy being called that. Always refer to me by my name when speaking to me.
Allow your teammate to finish speaking if they try to steal your thunder in a project meeting. To conclude, I humbly acknowledge your efforts. As an illustration, “Bill did a terrific job arranging the reports. Thanks to his assistance, I could process and submit them much more quickly.
Your coworker (and anybody else who saw it) will understand that treating you in such a way is OK if you don’t speak up immediately.
[4] Have a private conversation with the person
Public shaming of them might get an unfavorable response. On the other hand, there are instances when an open showdown seems inappropriate. Allow your coworker the benefit of the doubt if they talk over you for the first time in a meeting, even if it’s not the norm. Do not bring anything up until after the session is ended. Afterward, you may conceivably get them aside and say, “The interruption you caused me at the meeting earlier made me feel small and ashamed, even though I’m sure that wasn’t your intention. We ask that you use greater caution in the future.”
[5] Instead of making accusations, try asking questions
Avoid starting a difficult conversation with a coworker by saying something like, “I don’t like the way you’re doing things,” or “I think your approach is wrong.” This will make the person feel judged and likely cause them to get defensive. You may still express yourself confidently and ask inquiries. In this way, questions are less intimidating. I’m confused about why you copied the sales staff on that email. In my mind, our conversation was entirely confidential. Why did you do that?”
“Could you please explain the revised timetable? You probably have to cut back on our lunch breaks for whatever reason, but it used to be 30 minutes.”
[6] It’s important to stand together against a bully at work. Thus, it’s recommended that you rally your coworkers.
Bullies often count on their victims not speaking up out of embarrassment. Do not put up with bullying from a coworker in quiet. Talk to reliable employees and find out if they know anything about the bully’s behavior. Bullying victims often feel embarrassed to speak up when they see others speaking out about the same type of conduct. Join forces, talk it through, and rally behind one another. Develop a strategy together. When you have support from other workers, your supervisor is more likely to listen to your concerns.
[7] Examine the situation with an unbiased eye
Some situations call for a more robust response. You must defend yourself if you are being harassed, bullied, or treated unfairly on the job. Reacting in the heat of the moment is never a good idea, so it’s best to cool down for a while and assess the situation before responding.
[8] Gather information in preparation for a formal complaint by reading the following
When filing a formal complaint, you must have evidence to support your claims. Try maintaining a diary where you may record your thoughts and feelings as they occur. Date, time, and as many specifics as you can recall about the occurrence should be included (including names of any witnesses). Keep any correspondence, including emails, notes, and letters.
[9] Get in touch with your manager first if you’re having problems
This is the most competent approach to fixing the issue. If you need to take action or file a formal complaint, go to your direct supervisor first (assuming that this is not the individual who has to be addressed). It doesn’t look good on you if you launch a formal inquiry without telling your supervisor about the problem first. Possible Response: “Are you available to meet with me at your office, Rebecca? I’m curious to hear your thoughts on a few recent issues in my life.
[10] If things aren’t looking up, you should talk to Human Resources
Take the necessary actions to defend your rights on the job with the hashtag #. You should Gather all the proof you have to prove your point. If your supervisor dismisses or disregards your concerns, you can take the matter to a higher level of management or human resources (HR).
Schedule a meeting with your supervisor to make you and the employer are on the same page regarding your tasks, objectives, and expectations if you feel like you need to speak up because of feeling overwhelmed or facing an unfair deadline.
