Sometimes colleagues cross the line. Jokes turn into systematic humiliation, and harmless teasing evolves into open aggression. Such behavior impacts the workplace atmosphere, creating a toxic environment where it becomes difficult to remain productive and focused. This phenomenon has a specific name — mobbing.

Let’s talk about the types, causes, and consequences of mobbing. We’ll also discuss strategies for dealing with it and provide advice on how to prevent such situations.

What Is Mobbing?

The term “mobbing” was introduced by Swedish psychologist Heinz Leymann, who described mobbing as a particular type of psychological violence. In this situation, a group of people at work targets a colleague for harassment. This can last a short while or stretch over several years.

At work, mobbing manifests as psychological pressure. Colleagues, subordinates, or supervisors may systematically target an employee. The goal is often to force the person to quit or to diminish their influence within the team.

Anyone can become a victim of mobbing — a new hire, an experienced worker, or even a manager. Mobbing harms not only the individual but also the overall workplace atmosphere, creating tension and reducing collective productivity.

How Mobbing Differs from Bullying

Both mobbing and bullying involve collective harassment. However, bullying often occurs among people of the same level, such as school children or students, and is typically hidden from authority figures.

Mobbing, on the other hand, involves more complex dynamics, especially in a workplace setting. Supervisors can play various roles in this process, from initiating or supporting the harassment to simply turning a blind eye.

In the best-case scenario, leaders condemn the mobbing behavior and strive to stop the harassment to restore a healthy workplace environment.

Causes of Workplace Mobbing

The reasons for psychological violence at work vary. Here are the main ones:

• Poor working conditions: Noise, cold, or overcrowded offices can create stress, leading to a higher likelihood of conflicts and harassment.
• Aggressor’s character: People who displayed bullying tendencies in childhood may carry this behavior into adulthood.
• Desire for dominance: Some employees with low self-esteem use others as a way to assert themselves, striving for power through subjugation.
• Being different: Colleagues may ostracize someone who stands out in appearance, behavior, or even hobbies. For example, if a college professor is fond of playing at the best online casino during breaks, he can be judged by his colleagues, even if those slots bring him some cash. 
• Jealousy: Young and successful employees may be seen as threats to their colleagues’ positions, leading to harassment out of envy over professional achievements, skills, youth, or appearance.
• New employee adaptation: New hires can face rejection if “veteran” employees decide they don’t fit in with the team. This is common when a newcomer is unaware of corporate rules or refuses to participate in group activities.
• Disregard for norms: Those who defy established norms or show disrespect may spark conflicts, leading to isolation by the group.
• Insecure leaders: Insecure supervisors may direct aggression toward subordinates. If higher management tolerates this behavior, other employees may follow suit for approval.
• Weak leadership: A young or inexperienced manager may struggle to establish authority, prompting employees to question their decisions and leadership.

Types of Mobbing

There are many forms of mobbing. Let’s examine the main ones:

Horizontal Mobbing

This involves harassment among individuals of the same level, such as coworkers. Conflicts often arise between peers of equal status.

Vertical Mobbing (Bossing)

This occurs when pressure comes from management. Supervisors may humiliate, impose unreasonable demands, or engage in psychological intimidation.

Vertical and horizontal mobbing can sometimes overlap, where a supervisor initiates harassment and the team joins in, or vice versa.

Latent Mobbing

The goal is to make the victim’s presence unbearable. Colleagues may withhold critical information, limit communication, or exclude the person, creating a sense of rejection.

Latent Vertical Mobbing

This includes ignoring an employee’s achievements, passive aggression, or unjustified criticism. The individual may be excluded from important meetings or given unreasonably tight deadlines, causing stress and inefficiency.

Open Mobbing

This is direct harassment, including mocking, humiliation, and sometimes property damage. It’s the most aggressive form and is visible to everyone.

Spontaneous Mobbing

This arises suddenly, often during times of workplace stress like layoffs or reorganizations. In such situations, employees may unknowingly cross boundaries while venting their frustrations.

Controlled Mobbing

Here, the aggressor is typically a manager aiming to force an employee out, particularly if legal dismissal is difficult. They may incite the team against the person to push them to resign.

Cybermobbing

Harassment conducted online, such as sending threatening emails, spreading rumors on social media, or creating fake accounts to discredit the victim.

Consequences of Mobbing

Mobbing severely impacts both mental and physical health, potentially leading to long-term trauma and stress.

Victims may experience:

• Difficulty concentrating and processing information.
• Insomnia or frequent nightmares.
• Emotional instability and bursts of anger.
• Depression and feelings of hopelessness.
• Anxiety and panic attacks.
• Increased irritability and conflict.
• Mental health issues, including paranoia or obsessive-compulsive disorder.
• Higher risk of heart attacks or strokes due to chronic stress.

Research from the University of Copenhagen and Stockholm University shows that those exposed to mobbing are 59% more likely to develop heart conditions, along with increased risks of type 2 diabetes and inflammation.

Mobbing also affects the aggressors:

• They waste time planning harassment rather than focusing on work.
• Their aggressive behavior spills into personal relationships, often causing them to break down.
• Ironically, mobbers often become victims themselves when the team decides to get rid of them.

Combating Workplace Mobbing

Here’s how to respond if you face mobbing:

• Understand the reasons: Reflect on why the harassment started and seek objective insights from neutral colleagues.
• Address the aggressor: If possible, talk directly to the person causing the problem to resolve the conflict.
• Evaluate the situation: Decide whether changes are needed in your behavior or if it’s time to find a new team.
• Report to management: Notify your supervisor or HR department about the issue.
• Build evidence: If the harassment continues, document it and warn the aggressor that you’ll involve authorities.
• Know when to leave: If the situation becomes unbearable, prioritize your well-being over the job.
• Preventing Mobbing
• Maintain courtesy: Foster respectful relationships without being overly submissive.
• Learn corporate culture: Quickly adapt to workplace norms, as long as they align with your values.
• Avoid gossip: Don’t spread or engage in rumors.
• Defend your rights: Stand up for yourself calmly and assertively.
• Be professional: Build credibility by being responsible and competent.
• Stay vigilant: Monitor workplace dynamics to anticipate potential conflicts.
• Seek psychological help: Consult a professional for effective strategies in handling complex situations.