I don’t want to embark on a whine fest, but if anyone has dealt with, or observed, a subtle bully in the APS I’d appreciate some advice on what to do. I’m experiencing the classic subtle bully – everyone else on the team kept happy as lark, and I’m on a ‘slow track’ and my bully (who at 50-odd is still just like the ‘playground bitch’) who took an intense dislike to me on her arrival in the department, is thoroughly enjoying being able to comment on just how junior my position still is in the organisation after three years (while everyone else is being promoted).
A bully knows of course all too well that if you label a team member as barely competent, you can engineer a perception of incompetence, followed by de-skilling, followed presumably by actual incompetence through depression. (not there yet, but I’m starting to feel at risk). Have any rioters observed someone in my position and can senior management do anything? All advice I’ve had so far is ‘get the **** away from any corporate bully’ – but the work itself (once I manage to get just one rung higher than my current role) should be rewarding and I don’t really want to shift.
Just one anecdote to illustrate this gal’s MO: announced to a recent team meeting with immense hilarity and schadenfreude that she had heard one of the dept’s graduates had made a massive faux pas by telling the Secretary she felt her skills were underutilised, and my manager stated with a lot of cruel mirth that the grad was now on a slow track to annihilation and now had no future in the department. It was a little like witnessing a public stoning. No doubt the graduate’s actual name was mentioned in a tighter group – a chorus of ‘what was her name?’ was only stopped at the main meeting when a team member piped up and said she didn’t want to know.
Luckily for the graduate, the Secretary had it understood soon after, that she welcomed the frank discussion with the graduates. Being in this bully’s own team, I have no such protection from a member of the Executive!
As I said, though, I actually want to salvage my career, not embark on my own series of victim anecdotes! Any tips or advice welcome. My bully, by the way, believes she is ‘like THAT’ with the Secretary. Is it inevitably career suicide to identify as a victim of a bully, and just how wide is the gap between HR rhetoric and the way victims are treated by HR?