The plight of workplace ostracism.

The feeling of being left out is one of the worst pains an employee can experience at work. Recent advances in neuroimaging techniques have revealed that brain regions involved in processing physical pain considerably overlap with those related to "social anguish”. Being excluded causes the same chemical reaction in the brain as being physically hurt.

Workplace Ostracism refers to the situation in which an employee is ignored, dismissed or side-lined by other employees in the workplace. It may be done for either personal or professional reasons and can very well be pre-planned. A classic example of bullying, it not only deeply effects the psych and morale of the individual being excluded, but also leads to the creation of a very unhealthy work culture and negative work environment within the organisation. It can prove to be highly destructive to the attitude and behavior of various employees within the organisation.

HOW?

• EXCOMMUNICATION: The exclusion of an employee from participation in the everyday decisions and operations happening within the organisation.
• SILENT TREATMENT: The act of refusing to verbally communicate with a co-worker and turning down all the efforts made by the individual to initiate communication.
• SILENT BULLYING: Similar to silent treatment, it involves instigating other co-workers to also shun the targeted individual to the point of even avoiding eye-contact or any other form of verbal as well as non-verbal communication.
• OFFICE HARASSMENT: Sexual or non-sexual nature of harassment that transcends the boundaries of gender and can involve all forms of offensive-jokes, slurs, name-calling, physical assaults or threats, intimidation, ridicule, insults, offensive pictures & more.

WHY?

• Conflict and personal grudges against the individual.
• Potential threat to the ostraciser’s promotion or position.
• Subtle gesture of reprimanding by a senior.
• Polite means of unofficial punishment by the management.
• Insecurity or anxiety of the ostraciser towards the targeted individual.
• Feeling of uncertainty towards a new employee.
• Sheer malevolence and bully nature of the ostraciser.

EFFECTS:

• Fall in productivity and efficiency of the employee.
• Acts as an agent of demoralisation.
• Adverse effect on emotional well-being of the individual.
• Elevated levels of aggression and conflict within the organisation.
• Creates an unhealthy & negative work environment within the organisation.
• Lack of coordinated team effort within the organisation.
• Loss of confidence and rise in feelings of anxiety, insecurity, doubt, etc., within the individual.
• Lack of dedication and commitment towards work.
• Low level of participation and contribution in organisational operations & decisions.
• Gives rise to stress, depression, loneliness, shame & sadness within the individual.
• Long-term impact on the perception, attitude and behavior of the individual.
• Long-lasting mental scars that can also start taking a toll on the physical state of health of the individual like lower immune-response and life expectancy.

PREVENTION & DEALING:

• ASSESSMENT: Before taking any action, assess the situation to find out the extent of exclusion and the perpetrators of the situation.
• IDENTIFICATION: Try identifying the reasons for being singled-out and finding out the actions or decisions that led to you being targeted.
• EVIDENCE: Collecting evidence and documentation of details of the mistreatment can help in taking legal action, if the situation escalates.
• ATTITUDE: Maintain professionalism. Remain calm and don’t let the situation get to you or your temper. Acting as if the situation doesn’t affect you and you could care less is a representation of strength.
• NEGOTIATION: Do not just give up on the situation and take action. Extend a hand of friendship and try to make peace with the perpetrators. Apologise, if necessary and establish yourself as not the “odd one out”.
• NEW CONNECTIONS: If you remain unable to resolve the conflict with the other party, try looking for other acquaintances. Make new connections and relationships.
• ACCEPTANCE: If even making new friends doesn’t work out, then embrace your situation. Forcing yourself to make friends where your undesirability has already been decided, may make the situation even more hostile. Make best of this time and focus on your work, free of any distractions.
• FIGHT BACK: Acceptance of the situation doesn’t have to correspond with silent bearing of the mistreatment. If the bullies don’t leave you alone, fight back. Take help of a senior, report the problem to the HR department or even take legal action, if necessary.
• CONSULTATION: The most important facet in the whole situation is to ensure your mental well-being. Consult a counselor or mentor, talk about the problem & the toll it is taking on you and make sensible use of the advice & support provided.

- Rashi Agrawal