On August 5th, Agnieszka Kolanowska, the Strategic Partnership Manager of Smart Solutions in Poland, participated in a discussion on TVP3 as part of the program “CZUJESZ TO?” where the negative trends of mobbing in Poland were discussed. Joining our representative in the studio were psychologist Marzena Stelmach-Tondos and Katarzyna Bednarczykówna, the author of a book on this phenomenon.
The participants of the program began by defining what mobbing is. Under the current legal framework, there are provisions that include a statutory definition of the term “mobbing.” According to Article 943 § 2 of the Labor Code Act of June 26, 1974 (as amended, Journal of Laws 2020, item 1320), mobbing refers to actions or behaviors directed towards or concerning an employee that involve persistent and long-term harassment or intimidation, leading to the employee’s decreased sense of professional value, causing or intending to cause humiliation, ridicule, isolation, or exclusion from the team.
During the program, the experts discussed important issues such as:
- How has the awareness of norms and boundaries among employers, managers, and employees changed in recent years?
- What are the health impacts and fears caused by mobbing, and how does our body react to this phenomenon?
- Are there industries, positions, or types of individuals who are more prone to being “mobbing victims” or becoming mobbers?
- What tools can HR departments use to combat mobbing, including anti-mobbing policies?
- Cases of “staffing,” where employees behave aggressively towards employers.
“Mobbing in the workplace is a serious issue that requires our attention, great sensitivity, and effective action. We must be open to feedback, actively work to increase awareness of what mobbing is and the damage it causes, and implement effective tools to prevent and combat this phenomenon. It is crucial for every company to ensure an atmosphere of safety and development, and in cases of mobbing, to quickly identify and immediately support the affected employees. Only in such an environment can we address this issue with the least possible negative impact on mobbing victims,” commented Agnieszka Kolanowska, Strategic Partnership Manager Smart Solutions w Polsce.
Katarzyna Bednarczykówna, who herself experienced mobbing, shared that this phenomenon can affect any workplace: an international corporation, a small shop, a school, or a government office. Mobbing is thriving in Poland, and the numbers do not reflect its true scale because the reporting procedure is often very complicated. Polish legislation still significantly lacks regulations governing this phenomenon, and employees must put in a great deal of effort to prove mobbing. Statistics from 2020 show that 163,000 Poles fell victim to harassment or intimidation at work, 326,000 encountered violence or its threat, and nearly 4 million experienced excessive workload and working hours. Annually, only a small percentage of mobbing cases are heard in Polish courts—fewer than 500.
The topic of mobbing is vast. It affects various industries, companies of different sizes, organizations with both domestic and international capital. Certain behaviors are carried over from home, some are experienced during our professional lives, and some individuals, who often have low self-esteem, feel the need to compensate by engaging in abusive actions towards others, often more quiet, submissive, and vulnerable individuals. The saddest part of this phenomenon is that it is one person inflicting such harm on another.
HR departments play a crucial role here, but the truth is that every one of us, from rank-and-file employees to leaders, managers, and directors, is responsible for what happens in our workplace. Companies should obligatorily implement an anti-mobbing policy, which every employee should be familiar with and required to follow. In case of any deviations, it is important to quickly identify the issue, protect the mobbing victim, prepare for a conversation with the mobber, and demand immediate improvement. If this does not work, the company can or should terminate the contract with the mobber.
If a situation arises where the mobbing victim leaves the job or their health deteriorates to the point of requiring medical support (and often hospitalization), HR departments should monitor every such situation, stay close to the victim’s needs, and help them overcome the crisis that arose in the workplace due to mobbing.
Therefore, let us be attentive, take an interest in our fellow humans, and help to prevent tragedy in time—each of us can and should do this selflessly, for the good of everyone, including ourselves.
The topic of “staffing” was also discussed, where mobbing comes not only from supervisors but also from employees themselves. Aggressive behavior towards managers, as representatives of the employer, mocking them, or gossiping about them is becoming increasingly common. This phenomenon is completely new in the job market and currently unregulated. Unfortunately, we are increasingly hearing about rank-and-file employees harassing their leaders, managers, etc., in various ways.
Summary
In conclusion, mobbing not only causes serious psychological harm but can also lead to physical illnesses, social isolation, and even suicidal thoughts and actions. Therefore, support from employers and HR teams is crucial, and everyone should expect appropriate preventive or corrective measures against mobbing in the workplace.
