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Bullied No More: The End of Workplace Bullying. This is NOT the guy who you want to spend 4.

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Shola’s Note: October is National Bullying Awareness month, and I am ready to shine as bright of a light as I can on this hideous epidemic this month, and beyond. Workplace bullying is destroying lives, and it’s time for us to put a stop to it. If you don’t think that Workplace Bullying is “a thing,” just read the comments below for a serious wake- up call. And because of this, I’m taking the next step to bringing attention to (and ideally, ending) this soul- destroying issue, with my debut book, Making Work Work. For more info about the book and the workplace movement we’re creating, read this post. I know, I know. This may sound ambitious, but my goal is that this post will mark the beginning of the end of bullying in the workplace.

I’m dead serious about making this happen. People have suffered for far too long at the hands of these sociopaths, and I’m calling for it to end now.

So you’re 19 and frustrated because you’re not getting any action? Join the club, they have jackets. I’m only kidding—they’re not jackets, they’re pretty. Bully customers. Bully coworkers. Bully bosses. Enough is enough. Workplace bullying has become an epidemic, and it's time to put an end to it.

And just like anything, it all begins with you. The future of the workplace as we know it depends on all of us taking control of our work lives and eradicating workplace bullies starting today.

In other words, it’s time for us to be the heroes in our own workplace story. Fair warning, this isn’t going to be easy–but then again, this isn’t about doing what’s “easy.”This is about doing what’s necessary. There’s a lot to dive into, so let’s get to it. The Urgent Call to End Workplace Bullying. First of all, let’s define the enemy.

For the sake of simplicity, a workplace bully is basically anyone who makes your work life a living hell by contributing to, or creating, a hostile work environment. This is usually done by using intimidation, humiliation, and constant criticism (and no, I’m not talking about the “constructive” kind) to demean you and your work. Unfortunately, there’s much more to workplace bullying than merely the obvious stuff. Bullying at work isn’t all about belligerent yelling and screaming.

Some of the more passive- aggressive and lesser known bullying examples include, but are not limited to: purposeful exclusion from team meetings/activities, consistently taking credit for your work, sabotaging your work, overloading you with work or taking away all of your work, purposely withholding information from you, and spreading false rumors and gossiping. There is an urgent need for this madness to stop. Why, you ask? Here’s why: According to a recent U. S. Workplace Bullying Survey, 6. U. S. 6. 3% of workplace bullying victims saw a mental health professional for their work- related symptoms. Some of these symptoms included, hypertension, sleeplessness, ulcers, severe mood swings, debilitating anxiety, panic attacks, clinical depression, migraine headaches, relapse of previously controlled addictions, even post traumatic stress disorder. Again, that’s a lot of people whose health has been affected by workplace bullying–maybe you’re one of those people too.

In the most extreme cases, workplace bullying can even lead to suicide. Thankfully, you’re not one of those people. If you’re a senior leader at a company and this post happened to make its way into your inbox somehow, maybe those statistics didn’t move you. Hopefully this will: The effects of workplace bullying on your company’s bottom line can be devastating.

Specifically, the cost of dealing with constant employee turnover and re- training, rampant absenteeism, potential lawsuits, dismal employee morale (which, not surprisingly, affects customer service quality), increased healthcare costs, and the inability to attract top talent is enough to destroy any business, including yours. It’s time to re- prioritize. Our New #1 Priority.

Let’s be real–is the #1 priority in your company really your organization’s new marketing strategy? Is it the rollout of your company’s brand- new payroll system? Is it the implementation of your company’s extra “casual dress day” policy for your superstar employees? Is it your company’s long- awaited acquisition of another rival company? No. And, no. Your company’s #1 priority should be to get your people to treat each other with dignity and respect, and more specifically to find the bullies poisoning your organization from the inside and convince them (read: order them) to stop being sociopathic jerks. Or fire them. Either option works for me. Think about it–increased productivity, improved communication, a renewed spirit of collaboration, more employee engagement, happier customers, happier management, happier shareholders–the positives go on and on.

The 6. 5 million Americans on the wrong end of workplace bullying would experience brand- new and dramatically improved lives if bullying vanished from their workplaces forever. And, if dramatically improving the lives of 6. Americans (and countless others all over the world) isn’t enough of a reason for us to deal with this devastating issue with the utmost urgency, then what is? There is absolutely no logical or sane excuse why this behavior should be allowed to continue.

Today is the day that we all must shift our focus to our new #1 priority at the workplace: Ending workplace bullying forever. If we’re going to make this happen starting today, then we’re definitely going to need a strategy. Let’s get into specifics about the three types of bullies that you could encounter in the workplace and how to maintain your sanity while dealing with them. Bully Customers. If you deal with customers for a living, then you know without a doubt that these people are very real and pose a legitimate challenge, potentially on a daily basis. Bully customers were discussed at length in the 2- part The Customer is Always Right Must Die series, so I won’t continue beat the skeletal remains of the dead horse any longer in this post. 7Th Door New Ultimate Heroine Faerie Maya Banks. Okay, maybe I will for a little bit longer. Again, let’s not confuse upset/angry customers with customers who are bullies.

Angry customers might be furious that they were double- billed or pissed off that the waiter screwed up their dinner order. It might not be pleasant, but dealing with angry people happens from time to time in customer- facing jobs. I’m not big fan of clich. It may not happen immediately, but it will happen. Count on it. So, how do you deal with bully customers who cross the line? You have to set clear boundaries with them. Let’s say that you have a customer who comes into your store and starts screaming, cursing you out and angrily pointing in your face because the brand- new big screen TV that he bought for the big game didn’t work.

The uncensored conversation could go like this: Bully Customer: < Pointing angrily in your face> : “Hey shithead, you better take your fat ass to the back right now and get me a goddamn TV that works! I missed the Raiders game because of you and your shitty store! If there’s not a brand new TV in front of me in the next 5 minutes, there will be hell to pay, you asshole!”(Author’s note: Please tell me that you agree that being a paying customer does not give anyone the right to talk to another human being in this manner, right? You’re with me on this? However, if you continue to curse at me, call me names, and put your finger in my face I won’t be able to help you and I’ll have to end this conversation now. So, would you like me to help you or should we end this conversation now?”Here’s the thing–what happens next is entirely up to the customer. He can either: a) Act like a rational, civilized adult (and ideally apologize) and get the assistance he needs, or b) Continue to be a bully and get nothing.

Of course for this to be truly effective, you need to have the support of your organization–which in some cases, is part of a larger problem.