10/01/2022

Using Career Assessment to Help Bullied Clients

By Dean R. DeGroot and Liz Willis

The Workplace Bullying Institute (WBI) defines workplace bullying as “repeated, health-harming mistreatment by one or more employees or an employee: abusive conduct that takes the form of verbal abuse; or behaviors perceived as threatening, intimidating, or humiliating; work sabotage; or in some combination of the above” (WBI, n.d., para. 1).

Photo By Sebastian Herrmann On UnsplashAccording to WBI’s latest national survey, an estimated 48.6 million Americans are bullied at work (Namie, 2021). Thirty percent reported that they had experienced bullying directly at work, up 57% from 2017. Of those who are bullied, 67% risk losing their jobs, while bullies often remain unscathed. Only 23% of perpetrators experienced any kind of consequences because of their actions: punishment, termination, or being forced to quit, for example (Namie, 2021).

Workplace bullying is harmful to both employees and organizations. Targets of bullying suffer from both physical and mental health issues (Futterman, 2004). In organizations where bullying goes unchecked, damage can happen in the form of turnover, absenteeism, and the loss of high performers who leave such environments (Sutton, 2007).

When bullied employees show up as career clients—whether they present as being bullied initially or their experience with bullying emerges gradually over the course of an engagement—career assessment can shed considerable light on their situation and offer hope for a better future.

Strategies for Gathering Assessment Data

Each component of the career assessment process, from the initial interview and formal assessment instruments, to homework and follow-up discussion, plays an important role in helping bullied clients (DeGroot & Willis, 2022).

The first two strategies below are useful when working with any client and can be particularly helpful in revealing potential vulnerabilities to bullying. The third strategy, for clients who present as being bullied, is an effective way to gather additional useful data.

In addition to providing vital career assessment services, career practitioners can play an important partnership and support role with bullied clients. For example, if a client is not sure what steps to take, the career practitioner can help them navigate that process, including working with HR.


Benefits of Understanding Bullying for Clients

Because assessment helps clients better understand what is happening when they are being bullied or treated disrespectfully, it has several benefits, including:


Facing the Future

Career practitioners and their clients must tackle workplace bullying head-on. Career assessment can help by revealing the dynamics of bullying and giving clients the tools needed to face the future with confidence.

 

 

References


DeGroot, D. & Willis, L. (2022). Game plan: An insider’s guide to effective career assessment. Innerview Press LLP.

Futterman, S. (2004). When you work for a bully: Assessing your options and taking action. Croce Publishing Group, LLC.

Namie, G. (2021). 2021 WBI workplace bullying survey. https://workplacebullying.org/2021-wbi-survey/ 

Sutton, R. (2007). The no asshole rule: Building a civilized workplace and surviving one that isn’t. Warner Business Books.

Wood, C. & Hays, D. G. (2013). A counselor’s guide to career assessment instruments, 6th ed. National Career Development Association.

Workplace Bullying Institute. (n.d.). What is workplace bullying? Retrieved September 14, 2022 from http://workplacebullying.org

 

 



Dean DegrootDean R. DeGroot is a licensed psychologist and business consultant who has helped individuals and organizations navigate change through career assessment and other services for over thirty years. He has a particular interest in workplace dynamics, including job fit, job satisfaction, bullying and disrespectful behavior. Dean holds a master’s degree in behavior analysis and therapy from Southern Illinois University. He is past president of the Minnesota Career Development Association and received the Marty Dockman Merit Award and Jules Kerlan Outstanding Achievement Award for his contributions to the profession. You can reach him at dean@innerviewconsulting.com

 


Liz WillisLiz Willis is a writer and editor with an interest in career development and the obstacles that keep people from realizing their dreams. She holds a bachelor’s degree in English from the University of Alberta and a master’s degree in library and information science from Western University. You can reach her at lizwillis@comcast.net

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3 Comments

Michael Stebleton   on Monday 10/03/2022 at 12:16 PM

Thanks, Dean and Liz. Such an important topic that merits more attention and discussion. Well-done!

Melinda DiBenedetto   on Thursday 10/06/2022 at 08:25 PM

Thank you for this very important article. I find employees who are bullied at work are often fearful of retaliation, even if the organization has an anti-retaliation policy. Maybe in time there will be more state laws against workplace bullying that address bullying directly, and not via harassment.

Dean R. DeGroot   on Saturday 10/08/2022 at 09:55 AM

I appreciate your comments! Regarding bullied employees, I agree that retaliation is a fear they often have if they report bullying behavior. When they feel unsupported, they not only feel like their current environment is unsafe but they can also feel like future work environments may also be unsafe, thus the need for helping folks with their search and making needed transitions.

Disclaimer: The opinions expressed in the comments shown above are those of the individual comment authors and do not reflect the views or opinions of this organization.