Si lo pase dos veces la primera vez no hice mucho me quede callada porque quería mi trabajo debido a temas personales, la segunda vez trata de llevarlo de la manera mas diplomática hasta que llego un punto que no tolere debido a que consideraba que no lleva bien la gestión de proyectos y se lo dije que pensé que se diera cuenta sola pero sino es mi deber decirle que esto afectaba a todos mis compañeros de trabajo resultado me sentí aliviada de expresar mis ideas pero me despidió pero estoy tranquila creo q hice lo que tenia que hacer y espero este comentario sea inspiración para los demás considero que esta comunidad debe gestionar el cambio del mundo. Saving Changes...
Product Operations Program ManagerBarcelona, Cataluña, Spain
Yes, I have, and so should everyone. Life is too precious and too short to spend it in a (work)place that causes anxiety and promotes harassment.
I learned that Human Resources do not provide the support one could expect and that they tend to take sides with the organization. HR is composed by the least human of all resources; surely there must be exceptions, but this is my experience. Saving Changes...
LORI WILSON In my past work experience, I witnessed a situation where a senior team member frequently belittled a junior employee, blaming them for every mistake and making sarcastic remarks in meetings. The employee gradually lost confidence and stopped contributing ideas. Many of us noticed the pattern, but initially, no one spoke up, fearing it might make things worse.
However, a few colleagues and I decided that staying silent wasn’t the right approach. We collectively raised our concerns during skip-level sessions with the leadership team, providing specific examples of the senior team member’s behavior. The leadership team took our feedback seriously and stepped in to address the issue. The senior team member received coaching on professional conduct, and over time, the toxic behavior stopped.
Fortunately, in my experience, strong leadership plays a key role in shaping workplace culture. In the organizations I’ve worked for, leadership did not tolerate such behavior or those who engaged in it. I have seen situations where leaders made difficult but necessary decisions to let go of individuals who disrupted team harmony, ensuring a healthier and more positive work environment.
Looking back, this experience reinforced the importance of both individual action and leadership accountability in standing up to workplace bullying. When employees support one another and leadership takes decisive steps, real change happens, making the workplace better for everyone. Saving Changes...
Bullying situations are common in work environments, both among colleagues and by management members towards their subordinates.
As an employee, it is best to set clear limits on bullying and maintain a collaborative and participative attitude with colleagues, and mutual respect with your bosses.
As a leader of a work group, the person must always be aware of situations of discrimination or lack of inclusion, and in that case, speak privately with the aggressors, to promote a correction of their behavior. If the person does not modify their behavior, more severe actions can be taken such as a memo or written notification. Saving Changes...
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