If you start to feel upset, don’t lash out. Instead, take a break and a deep breath. Think about something positive outside of work that will help get you through the workday. Act professionally and with integrity Continue to perform the job you are being paid to do to the best of your abilities. A supervisor or another company will likely find your admirable behavior under difficult circumstances impressive.
For example, are there specific leadership qualities this experience is teaching you about? Is there something you do on a daily basis that makes you feel proud?
Take short breaks outside. If you can’t leave the office, walk around inside the building. Wear headphones, if permitted, and listen to music or something you find relaxing.
De-clutter and organize your workspace. Bring a family picture, a plant, or something to remind you of home. Post quotes that you find positive or encouraging on your desk or walls. The changes you make do not have to be drastic or extreme.
When you are not at work or on the clock, avoid checking work-related emails and voicemails. Although it might seem therapeutic to vent about work with friends or family, don’t use all of your free time rehashing what occurred during the day.
Evidence that you followed these instructions strengthens your case in the event that you have to seek the help of higher-up employees or outside assistance.
Save relevant emails and written correspondence. Take notes during meetings and phone conversations. Keep a log or diary detailing the date, time, and circumstance of specific encounters or incidents. Work with other affected or involved employees to draft statements and reports detailing grievances or incidents that occur. Keep the records you collect in a secure place where coworkers or supervisors won’t have access.
Coworkers you approach might feel the same way, and talking with them about the situation will help everyone feel less alone. While it might feel daunting to contact supervisors and human resources staff about a hostile work environment, it’s their responsibility to address employee concerns and resolve problems that have a negative impact on employee productivity and the work environment.
Think about colleagues who have mentioned encountering similar behavior. Are their colleagues who have been present during the same situations you experienced.
It’s a good idea to have these conversations outside of the workplace so you are not behaving unprofessionally, and supervisors cannot claim you are wasting work time. Although it might be tempting to share your frustrations with a colleague, remain professional and don’t resort to name-calling. This will undermine your case.
For example, is a coworker on good terms with a supervisor or human resources staff member who might be able to help or offer advice? If multiple employees have a problem with a supervisor’s behavior, agree on a way that everyone should respond. This will send a consistent message to the supervisor that their behavior is unacceptable. Focus on identifying some of the main concerns shared by employees, but also discuss specific solutions to resolve these problems.
Write a letter addressing the group’s concerns about the work environment, and ask coworkers interested in participating to sign. Organize a group meeting with management or human resources to articulate concerns. Compile records that support and document the group’s concerns. If your company or workplace is associated with a union, consider making a group presentation to members.
Don’t place blame or sound petty. Instead, recommend concrete steps you would like supervisors to make to address your concerns and improve the workplace environment. If you feel like your boss is responsible for the hostile work environment, it might be a good idea to talk with human resources personnel in your office or company.
Remember, it’s to your benefit if you express your concerns in a calm manner and do not place blame. Provide the documentation you’ve collected to support your claims.
Requesting the change in writing also serves as an important piece of documentation that you are trying to be proactive and resolve your situation in a professional manner.
Since many companies do not want to deal with potentially costly lawsuits or negative publicity, they might work harder to correct the problems and address your concerns about the work environment.
If the problem behavior constituted harassment, particularly sexual harassment, you do not have to demonstrate that it occurred regularly. Federal laws define harassment as unwelcome conduct based on race, color, religion, sex, age, disability, national origin, or genetic information. [10] X Trustworthy Source US Equal Employment Opportunity Commission U. S. government agency that enforces civil rights in the workplace Go to source A licensed attorney will be able to help you determine if your workplace or work situation qualifies as being hostile from a legal standpoint.
It can be empowering and productive to begin networking and researching alternative career options or positions ahead of time. [12] X Research source
