I was horrified - and still am. I found out something that really left me speechless. My friend of many years - a highly qualified, efficient specialist, a valued employee with over 25 years of professional experience - has left her team ...
... Not because she wanted to retire or had found a new dream job. No.
She resigned because she saw no other option!
Wondering what happened?
After the company was handed over to the next generation around two years ago, the once appreciative working atmosphere had turned into a poisoned environment. The young successor and now managing director was excellent in his field, but had no sense of team leadership.
The result? Exclusion, derogatory remarks, bullying - and all this against someone who was about to retire and had given decades of full commitment to the company. And was highly regarded and highly valued by the old management.
Managers' duty of care - not a "nice-to-have"
As a manager, you are not only responsible for results and sales, but also for the social climate. A team needs orientation, appreciation and clear leadership.
This is exactly where many people fail who only look at facts and figures - and ignore the interpersonal aspects.
Prevention instead of ignorance
Bullying often develops insidiously, in small, initially barely visible dynamics:
- A team member is ignored at meetings and excluded from joint activities.
- Disparaging comments are made, seemingly as a "joke". Or false information (fake news) is put out into the world. Reputations are deliberately damaged.
- Suddenly, a person is always left out, whether on projects or during a coffee break. And there is intimidating behavior towards the bullied team member.
If you overlook or ignore this, the situation escalates. The key is to recognize these signs early on and actively counteract them.
Appreciation as the basis for teamwork
A feedback culture in which everyone can talk to each other openly and fairly is the best way to prevent conflicts.
Listen to your team, encourage respectful discussions and make it clear that personal attacks or derogatory behavior will not be tolerated.
Appreciative leadership sets clear rules and lives by them - every day.
Leadership needs to be learned
Professional competence is not enough. Period.
Leadership means understanding people, motivating them and resolving conflicts. If you as a manager are not yet fit in this area, invest in training - it will strengthen your team and your company in the long term.
If bullying has already occurred: quick action counts
What should you do if the baby has already fallen into the well? Looking the other way is not an option, because any further hesitation will only make the situation worse. Here are three steps you should take immediately:
- Take signs seriously and act: sudden sick notes, a drop in performance or a withdrawal from the team are red flags. Speak directly to the person concerned, listen very carefully and show that you are taking the situation seriously. Trust is crucial - and that starts with listening without prejudice.
- Set clear boundaries: Make it unmistakably clear: bullying will not be tolerated in your team. Set boundaries, introduce respectful rules of conduct and communicate them clearly. If necessary, resort to sanctions - even if this is unpleasant. It's not just about the individuals concerned, but about the entire team climate. Even if it is not necessarily desirable, you should also consider taking measures under employment law as a last resort.
- Support those affected: Anyone who has been bullied often feels helpless and alone. Your task as a manager is to restore the self-confidence of the person concerned. Offer professional support such as coaching or counseling and show that you have their back. No one should feel that they have been let down.
- Train your team and appoint a confidant: organize training for employees and managers to raise awareness. This will encourage preventative action. Appoint an experienced confidant. This person will provide support in the event of problems, mediate between the parties and ensure a constructive solution.
Conclusion: Healthy leadership - healthy teams
Leadership is more than just numbers and expertise. It is responsibility - for people, for the atmosphere in the team and for the way in which conflicts are resolved.
A clear, appreciative leadership culture is not only the basis for efficiency, but also for satisfaction and loyalty.
Remember: you are in control of how your team works and treats each other. And in the end, your attitude will determine whether a crisis becomes a problem - or an opportunity for a new beginning.
