Colleagues are bullying me - how to manage?Advice resolving conflicts with Colleague?How to handle an incompetent coworker (on a different team)?How to remedy a false accusation in small open office settingGroup manager threw me under the bus to save her friendManager wants to hire me; HR does not. How to proceed?How to delegate work and still keep relationships with colleagues

How can I offer my prayers to an atheist colleague facing a serious personal situation?

Is there any theory why (for Bitcoin) the discrete logarithm problem is so hard to solve?

Does a Paladin with the Divine Health feature destroy a Green Slime?

Cheap and safe way to dim 100+ 60W Incandescent bulbs

Re. Office 365, how do I delete my name from the blue title bar of a Word document, AS WELL AS the pink circle next to it that has my initials in it

How much algebra and how much topology is there in "algebraic topology?"

Can we purchase addon to increase limits on SingleEmail Apex limits?

How often are there lunar eclipses on Jupiter

What world is this where 6 + 6 = 10?

Collision detection when falling: two identical cases?

Curious case of real-estate transaction with predatory tenants

Cooking with sugar makes pan very difficult to clean

How does Wall of Roots interact with +1/+1 counters?

Caro-Kann advance variation w/ 3. c5 dxc5

Regarding New Zealand Tourist Visa validity

Why aren't flights continued after losing a tire on rotation?

Messed up my .bash_profile remotely, can't ssh back in

What does a little square under the wifi symbol means?

How can I print this equation properly?

Got $2 in the mail from the Pew Research Center, is this a scam?

Is there a theory challenging the "strict" distinction between Thai and Vietnamese?

Why, in the US, are politicians tried by other politicians?

What's a good use case for SELECT * in production code?

Someone said to me, "We basically literally did." What were they trying to express to me?



Colleagues are bullying me - how to manage?


Advice resolving conflicts with Colleague?How to handle an incompetent coworker (on a different team)?How to remedy a false accusation in small open office settingGroup manager threw me under the bus to save her friendManager wants to hire me; HR does not. How to proceed?How to delegate work and still keep relationships with colleagues






.everyoneloves__top-leaderboard:empty,.everyoneloves__mid-leaderboard:empty,.everyoneloves__bot-mid-leaderboard:empty
margin-bottom:0;









-1


















I worked at a workplace that I was eventually fired from after 3 1/2 years.



My issues there most of the times were colleagues bullying me and then claiming that I had done a bad job when that was not the case, and always behind my back to my manager so that unless my manager approached me about the issue I was blamed for mistakes that had nothing to do with me at all.



One instance is a girl who could not keep up with her role, that she made mistakes, then when asked why the mistakes were made she had said that she gets too many emails, at least one every few minutes.



When asked who these emails were from and what the emails entailed, she blamed me, saying that I had sent her too many emails.



I had known that this was a politically charged environment and I was always careful never to send anyone anything other than an email telling them to action something that was within their exact role title and job description. I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email. I was aware that it could turn against me at anytime.



I explained that I only send emails for action items which are someone’s job and that I can not action myself.



I was asked to list each email and content in one sentence for the last 3 months.



It averaged that I had sent her only 2 - 3 emails per week.



So, one email every few minutes definitely didn’t come from me.



When this was flagged to her and her manager, she said “I don’t know if that were true...”.



The manager immediately changed the topic towards a new system that would be implemented to assist her to receive less emails by placing the information in a dashboard on a system that she regularly looks at.



The issue of her blaming me for something which clearly was not my fault was never addressed.



She basically got away with it, and the entire company continued to get away with similar stories, some of which were never brought to my attention.

So then the real issues where the real company problems actually were, were never addressed and I got blamed for most things.



At one stage the manager actually said to me, “people are saying that you’re doing a bad job” and when I asked who, he replied “the entire company”.



This was ongoing the entire 3 1/2 years and my manager had seen that most things were actually not my fault and had defended me for 3 1/2 years, but was then I believe also blamed for things which went wrong as a result.



My question is:



When people blame you for things which are not your fault, have nothing to do with you, and you are doing a good job at the tasks of your own work, how do you defend yourself? How do you make sure that the person who is blaming you, their bad behaviour, gets addressed? And stop this from happening again? Especially when it is behind your back and you are never made aware?










share|improve this question






















  • 5





    Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

    – Shadowzee
    Oct 17 at 2:20






  • 1





    Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

    – user180146
    Oct 17 at 6:52






  • 3





    How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

    – Baron
    Oct 17 at 11:24

















-1


















I worked at a workplace that I was eventually fired from after 3 1/2 years.



My issues there most of the times were colleagues bullying me and then claiming that I had done a bad job when that was not the case, and always behind my back to my manager so that unless my manager approached me about the issue I was blamed for mistakes that had nothing to do with me at all.



One instance is a girl who could not keep up with her role, that she made mistakes, then when asked why the mistakes were made she had said that she gets too many emails, at least one every few minutes.



When asked who these emails were from and what the emails entailed, she blamed me, saying that I had sent her too many emails.



I had known that this was a politically charged environment and I was always careful never to send anyone anything other than an email telling them to action something that was within their exact role title and job description. I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email. I was aware that it could turn against me at anytime.



I explained that I only send emails for action items which are someone’s job and that I can not action myself.



I was asked to list each email and content in one sentence for the last 3 months.



It averaged that I had sent her only 2 - 3 emails per week.



So, one email every few minutes definitely didn’t come from me.



When this was flagged to her and her manager, she said “I don’t know if that were true...”.



The manager immediately changed the topic towards a new system that would be implemented to assist her to receive less emails by placing the information in a dashboard on a system that she regularly looks at.



The issue of her blaming me for something which clearly was not my fault was never addressed.



She basically got away with it, and the entire company continued to get away with similar stories, some of which were never brought to my attention.

So then the real issues where the real company problems actually were, were never addressed and I got blamed for most things.



At one stage the manager actually said to me, “people are saying that you’re doing a bad job” and when I asked who, he replied “the entire company”.



This was ongoing the entire 3 1/2 years and my manager had seen that most things were actually not my fault and had defended me for 3 1/2 years, but was then I believe also blamed for things which went wrong as a result.



My question is:



When people blame you for things which are not your fault, have nothing to do with you, and you are doing a good job at the tasks of your own work, how do you defend yourself? How do you make sure that the person who is blaming you, their bad behaviour, gets addressed? And stop this from happening again? Especially when it is behind your back and you are never made aware?










share|improve this question






















  • 5





    Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

    – Shadowzee
    Oct 17 at 2:20






  • 1





    Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

    – user180146
    Oct 17 at 6:52






  • 3





    How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

    – Baron
    Oct 17 at 11:24













-1













-1









-1


1






I worked at a workplace that I was eventually fired from after 3 1/2 years.



My issues there most of the times were colleagues bullying me and then claiming that I had done a bad job when that was not the case, and always behind my back to my manager so that unless my manager approached me about the issue I was blamed for mistakes that had nothing to do with me at all.



One instance is a girl who could not keep up with her role, that she made mistakes, then when asked why the mistakes were made she had said that she gets too many emails, at least one every few minutes.



When asked who these emails were from and what the emails entailed, she blamed me, saying that I had sent her too many emails.



I had known that this was a politically charged environment and I was always careful never to send anyone anything other than an email telling them to action something that was within their exact role title and job description. I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email. I was aware that it could turn against me at anytime.



I explained that I only send emails for action items which are someone’s job and that I can not action myself.



I was asked to list each email and content in one sentence for the last 3 months.



It averaged that I had sent her only 2 - 3 emails per week.



So, one email every few minutes definitely didn’t come from me.



When this was flagged to her and her manager, she said “I don’t know if that were true...”.



The manager immediately changed the topic towards a new system that would be implemented to assist her to receive less emails by placing the information in a dashboard on a system that she regularly looks at.



The issue of her blaming me for something which clearly was not my fault was never addressed.



She basically got away with it, and the entire company continued to get away with similar stories, some of which were never brought to my attention.

So then the real issues where the real company problems actually were, were never addressed and I got blamed for most things.



At one stage the manager actually said to me, “people are saying that you’re doing a bad job” and when I asked who, he replied “the entire company”.



This was ongoing the entire 3 1/2 years and my manager had seen that most things were actually not my fault and had defended me for 3 1/2 years, but was then I believe also blamed for things which went wrong as a result.



My question is:



When people blame you for things which are not your fault, have nothing to do with you, and you are doing a good job at the tasks of your own work, how do you defend yourself? How do you make sure that the person who is blaming you, their bad behaviour, gets addressed? And stop this from happening again? Especially when it is behind your back and you are never made aware?










share|improve this question
















I worked at a workplace that I was eventually fired from after 3 1/2 years.



My issues there most of the times were colleagues bullying me and then claiming that I had done a bad job when that was not the case, and always behind my back to my manager so that unless my manager approached me about the issue I was blamed for mistakes that had nothing to do with me at all.



One instance is a girl who could not keep up with her role, that she made mistakes, then when asked why the mistakes were made she had said that she gets too many emails, at least one every few minutes.



When asked who these emails were from and what the emails entailed, she blamed me, saying that I had sent her too many emails.



I had known that this was a politically charged environment and I was always careful never to send anyone anything other than an email telling them to action something that was within their exact role title and job description. I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email. I was aware that it could turn against me at anytime.



I explained that I only send emails for action items which are someone’s job and that I can not action myself.



I was asked to list each email and content in one sentence for the last 3 months.



It averaged that I had sent her only 2 - 3 emails per week.



So, one email every few minutes definitely didn’t come from me.



When this was flagged to her and her manager, she said “I don’t know if that were true...”.



The manager immediately changed the topic towards a new system that would be implemented to assist her to receive less emails by placing the information in a dashboard on a system that she regularly looks at.



The issue of her blaming me for something which clearly was not my fault was never addressed.



She basically got away with it, and the entire company continued to get away with similar stories, some of which were never brought to my attention.

So then the real issues where the real company problems actually were, were never addressed and I got blamed for most things.



At one stage the manager actually said to me, “people are saying that you’re doing a bad job” and when I asked who, he replied “the entire company”.



This was ongoing the entire 3 1/2 years and my manager had seen that most things were actually not my fault and had defended me for 3 1/2 years, but was then I believe also blamed for things which went wrong as a result.



My question is:



When people blame you for things which are not your fault, have nothing to do with you, and you are doing a good job at the tasks of your own work, how do you defend yourself? How do you make sure that the person who is blaming you, their bad behaviour, gets addressed? And stop this from happening again? Especially when it is behind your back and you are never made aware?







conflict-resolution






share|improve this question















share|improve this question













share|improve this question




share|improve this question








edited Oct 17 at 6:02









virolino

10.8k3 gold badges18 silver badges52 bronze badges




10.8k3 gold badges18 silver badges52 bronze badges










asked Oct 17 at 1:13









BUSQBUSQ

1372 bronze badges




1372 bronze badges










  • 5





    Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

    – Shadowzee
    Oct 17 at 2:20






  • 1





    Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

    – user180146
    Oct 17 at 6:52






  • 3





    How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

    – Baron
    Oct 17 at 11:24












  • 5





    Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

    – Shadowzee
    Oct 17 at 2:20






  • 1





    Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

    – user180146
    Oct 17 at 6:52






  • 3





    How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

    – Baron
    Oct 17 at 11:24







5




5





Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

– Shadowzee
Oct 17 at 2:20





Out of curiosity, what exactly did you do? because apparently the entire company knows who you are... that usually means what you do impacts everyone at the company.

– Shadowzee
Oct 17 at 2:20




1




1





Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

– user180146
Oct 17 at 6:52





Type of work is indeed important. Does your work naturally leave paper trails? And are you talking about big companies or small companies? In general I would say adress such things as soon as possible with either HR, a manager or a confidant person (not sure of the exact english title) within the company.

– user180146
Oct 17 at 6:52




3




3





How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

– Baron
Oct 17 at 11:24





How big is this company? It's very strange that the entire company would single you out for targeted harassment. What was your job role?

– Baron
Oct 17 at 11:24










3 Answers
3






active

oldest

votes


















2




















I explained that I only send emails for action items which are someone’s job and that I can not action myself.




One way to read this is that you never emailed anyone except to order them to do something.




I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email.




Is it possible that you simply didn't provide any actual value? I'd say: do less politics, more work, and just let people notice the work done.






share|improve this answer

































    1



















    I don't know what more to advice than to address those people blame.

    In few of my previous jobs such things was called "Extracting the weeds". There are people who make their job blaming others. They don't do anything they were hired for, just try to find people on whom the can put blame for not doing their task.

    Some companies are aware that in the process of hiring many people there will be some that look only good on paper. They leave for the rest of the employees to find and "extract the weed".

    If not, the weed can overgrown the whole deparments and then spread to others. I've worked in company where one department (all employees and their manager) found a scapegoat to blame for not doing their work. During regular employees interactions other people get to know that there are some things they could get away with if they point fingers.



    The main thing is that you cannot leave such issues to be resolved by themself. You need to push for complete explanation and adressing the problem. In the case of employee getting too many emails there are few point I would follow:



    1. Why getting to many emails stop her from completing the task? Is she easily distracted, cannot arrange her own work, don't know what to do and wait for instructions?

    2. When proved wrong about emails from you - Why she blamed you in the first place? There are ways to find how many emails were really send. It's not for her to know if it's true or not. It's a matter of pursuing the facts.

    3. Make a rule and make people aware of it - Anyone talking behind back and not taking it to managers or HR means they don't do their work at all. "If you have time to gossip it means you're not busy doing your work".





    share|improve this answer


























    • My question is,..., how do I address this,..., when I don’t know that it is happening?

      – BUSQ
      Oct 22 at 0:33











    • Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

      – BUSQ
      Oct 22 at 0:35











    • The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

      – BUSQ
      Oct 22 at 0:36


















    1



















    I think the real issue here is the company, and this is independent, to some degree, to the fact that you may have been inefficient or not.



    A sane company should provide sane feedback.



    This means that:



    • it should not be based on hearsay

    • it should never present generic/vague accusations, but detailed description to which the problem is and a proactive discussion on how to make things better

    • expressions like "the whole company talks bad about you" are inherently manipulative and wrong, and can in fact border into harassment

    • the feedback should be mutual, so you should have the opportunity to address your coworkers (at least the ones in your team) and your supervisor

    Conclusions:



    It's difficult from here to say if there was actual grounds for all or some of the accusations. It's also difficult to estabilish if you can evaluate your performance properly; but the environment seems pretty toxic to me and the company processes not mature.






    share|improve this answer



























      Your Answer








      StackExchange.ready(function()
      var channelOptions =
      tags: "".split(" "),
      id: "423"
      ;
      initTagRenderer("".split(" "), "".split(" "), channelOptions);

      StackExchange.using("externalEditor", function()
      // Have to fire editor after snippets, if snippets enabled
      if (StackExchange.settings.snippets.snippetsEnabled)
      StackExchange.using("snippets", function()
      createEditor();
      );

      else
      createEditor();

      );

      function createEditor()
      StackExchange.prepareEditor(
      heartbeatType: 'answer',
      autoActivateHeartbeat: false,
      convertImagesToLinks: false,
      noModals: true,
      showLowRepImageUploadWarning: true,
      reputationToPostImages: null,
      bindNavPrevention: true,
      postfix: "",
      imageUploader:
      brandingHtml: "Powered by u003ca class="icon-imgur-white" href="https://imgur.com/"u003eu003c/au003e",
      contentPolicyHtml: "User contributions licensed under u003ca href="https://creativecommons.org/licenses/by-sa/4.0/"u003ecc by-sa 4.0 with attribution requiredu003c/au003e u003ca href="https://stackoverflow.com/legal/content-policy"u003e(content policy)u003c/au003e",
      allowUrls: true
      ,
      noCode: true, onDemand: false,
      discardSelector: ".discard-answer"
      ,immediatelyShowMarkdownHelp:true
      );



      );














      draft saved

      draft discarded
















      StackExchange.ready(
      function ()
      StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f146592%2fcolleagues-are-bullying-me-how-to-manage%23new-answer', 'question_page');

      );

      Post as a guest















      Required, but never shown





















      StackExchange.ready(function ()
      $("#show-editor-button input, #show-editor-button button").click(function ()
      var showEditor = function ()
      $("#show-editor-button").addClass("d-none");
      $("#post-form").removeClass("d-none");
      StackExchange.editor.finallyInit();
      ;

      var useFancy = $(this).data('confirm-use-fancy');
      if (useFancy == 'True')
      var popupTitle = $(this).data('confirm-fancy-title');
      var popupBody = $(this).data('confirm-fancy-body');
      var popupAccept = $(this).data('confirm-fancy-accept-button');

      $(this).loadPopup(
      url: '/post/self-answer-popup',
      loaded: function (popup)
      var pTitle = $(popup).find('h2');
      var pBody = $(popup).find('.popup-body');
      var pSubmit = $(popup).find('.popup-submit');

      pTitle.text(popupTitle);
      pBody.html(popupBody);
      pSubmit.val(popupAccept).click(showEditor);

      )
      else
      var confirmText = $(this).data('confirm-text');
      if (confirmText ? confirm(confirmText) : true)
      showEditor();


      );
      );






      3 Answers
      3






      active

      oldest

      votes








      3 Answers
      3






      active

      oldest

      votes









      active

      oldest

      votes






      active

      oldest

      votes









      2




















      I explained that I only send emails for action items which are someone’s job and that I can not action myself.




      One way to read this is that you never emailed anyone except to order them to do something.




      I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email.




      Is it possible that you simply didn't provide any actual value? I'd say: do less politics, more work, and just let people notice the work done.






      share|improve this answer






























        2




















        I explained that I only send emails for action items which are someone’s job and that I can not action myself.




        One way to read this is that you never emailed anyone except to order them to do something.




        I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email.




        Is it possible that you simply didn't provide any actual value? I'd say: do less politics, more work, and just let people notice the work done.






        share|improve this answer




























          2















          2











          2










          I explained that I only send emails for action items which are someone’s job and that I can not action myself.




          One way to read this is that you never emailed anyone except to order them to do something.




          I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email.




          Is it possible that you simply didn't provide any actual value? I'd say: do less politics, more work, and just let people notice the work done.






          share|improve this answer















          I explained that I only send emails for action items which are someone’s job and that I can not action myself.




          One way to read this is that you never emailed anyone except to order them to do something.




          I never asked a question via email, nor had a conversation via email, nor brainstormed a solution via email.




          Is it possible that you simply didn't provide any actual value? I'd say: do less politics, more work, and just let people notice the work done.







          share|improve this answer













          share|improve this answer




          share|improve this answer










          answered Oct 17 at 11:40









          Jeffrey supports MonicaJeffrey supports Monica

          2,0361 gold badge5 silver badges16 bronze badges




          2,0361 gold badge5 silver badges16 bronze badges


























              1



















              I don't know what more to advice than to address those people blame.

              In few of my previous jobs such things was called "Extracting the weeds". There are people who make their job blaming others. They don't do anything they were hired for, just try to find people on whom the can put blame for not doing their task.

              Some companies are aware that in the process of hiring many people there will be some that look only good on paper. They leave for the rest of the employees to find and "extract the weed".

              If not, the weed can overgrown the whole deparments and then spread to others. I've worked in company where one department (all employees and their manager) found a scapegoat to blame for not doing their work. During regular employees interactions other people get to know that there are some things they could get away with if they point fingers.



              The main thing is that you cannot leave such issues to be resolved by themself. You need to push for complete explanation and adressing the problem. In the case of employee getting too many emails there are few point I would follow:



              1. Why getting to many emails stop her from completing the task? Is she easily distracted, cannot arrange her own work, don't know what to do and wait for instructions?

              2. When proved wrong about emails from you - Why she blamed you in the first place? There are ways to find how many emails were really send. It's not for her to know if it's true or not. It's a matter of pursuing the facts.

              3. Make a rule and make people aware of it - Anyone talking behind back and not taking it to managers or HR means they don't do their work at all. "If you have time to gossip it means you're not busy doing your work".





              share|improve this answer


























              • My question is,..., how do I address this,..., when I don’t know that it is happening?

                – BUSQ
                Oct 22 at 0:33











              • Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

                – BUSQ
                Oct 22 at 0:35











              • The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

                – BUSQ
                Oct 22 at 0:36















              1



















              I don't know what more to advice than to address those people blame.

              In few of my previous jobs such things was called "Extracting the weeds". There are people who make their job blaming others. They don't do anything they were hired for, just try to find people on whom the can put blame for not doing their task.

              Some companies are aware that in the process of hiring many people there will be some that look only good on paper. They leave for the rest of the employees to find and "extract the weed".

              If not, the weed can overgrown the whole deparments and then spread to others. I've worked in company where one department (all employees and their manager) found a scapegoat to blame for not doing their work. During regular employees interactions other people get to know that there are some things they could get away with if they point fingers.



              The main thing is that you cannot leave such issues to be resolved by themself. You need to push for complete explanation and adressing the problem. In the case of employee getting too many emails there are few point I would follow:



              1. Why getting to many emails stop her from completing the task? Is she easily distracted, cannot arrange her own work, don't know what to do and wait for instructions?

              2. When proved wrong about emails from you - Why she blamed you in the first place? There are ways to find how many emails were really send. It's not for her to know if it's true or not. It's a matter of pursuing the facts.

              3. Make a rule and make people aware of it - Anyone talking behind back and not taking it to managers or HR means they don't do their work at all. "If you have time to gossip it means you're not busy doing your work".





              share|improve this answer


























              • My question is,..., how do I address this,..., when I don’t know that it is happening?

                – BUSQ
                Oct 22 at 0:33











              • Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

                – BUSQ
                Oct 22 at 0:35











              • The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

                – BUSQ
                Oct 22 at 0:36













              1















              1











              1









              I don't know what more to advice than to address those people blame.

              In few of my previous jobs such things was called "Extracting the weeds". There are people who make their job blaming others. They don't do anything they were hired for, just try to find people on whom the can put blame for not doing their task.

              Some companies are aware that in the process of hiring many people there will be some that look only good on paper. They leave for the rest of the employees to find and "extract the weed".

              If not, the weed can overgrown the whole deparments and then spread to others. I've worked in company where one department (all employees and their manager) found a scapegoat to blame for not doing their work. During regular employees interactions other people get to know that there are some things they could get away with if they point fingers.



              The main thing is that you cannot leave such issues to be resolved by themself. You need to push for complete explanation and adressing the problem. In the case of employee getting too many emails there are few point I would follow:



              1. Why getting to many emails stop her from completing the task? Is she easily distracted, cannot arrange her own work, don't know what to do and wait for instructions?

              2. When proved wrong about emails from you - Why she blamed you in the first place? There are ways to find how many emails were really send. It's not for her to know if it's true or not. It's a matter of pursuing the facts.

              3. Make a rule and make people aware of it - Anyone talking behind back and not taking it to managers or HR means they don't do their work at all. "If you have time to gossip it means you're not busy doing your work".





              share|improve this answer














              I don't know what more to advice than to address those people blame.

              In few of my previous jobs such things was called "Extracting the weeds". There are people who make their job blaming others. They don't do anything they were hired for, just try to find people on whom the can put blame for not doing their task.

              Some companies are aware that in the process of hiring many people there will be some that look only good on paper. They leave for the rest of the employees to find and "extract the weed".

              If not, the weed can overgrown the whole deparments and then spread to others. I've worked in company where one department (all employees and their manager) found a scapegoat to blame for not doing their work. During regular employees interactions other people get to know that there are some things they could get away with if they point fingers.



              The main thing is that you cannot leave such issues to be resolved by themself. You need to push for complete explanation and adressing the problem. In the case of employee getting too many emails there are few point I would follow:



              1. Why getting to many emails stop her from completing the task? Is she easily distracted, cannot arrange her own work, don't know what to do and wait for instructions?

              2. When proved wrong about emails from you - Why she blamed you in the first place? There are ways to find how many emails were really send. It's not for her to know if it's true or not. It's a matter of pursuing the facts.

              3. Make a rule and make people aware of it - Anyone talking behind back and not taking it to managers or HR means they don't do their work at all. "If you have time to gossip it means you're not busy doing your work".






              share|improve this answer













              share|improve this answer




              share|improve this answer










              answered Oct 17 at 7:51









              SZCZERZO KŁYSZCZERZO KŁY

              10.1k4 gold badges20 silver badges29 bronze badges




              10.1k4 gold badges20 silver badges29 bronze badges















              • My question is,..., how do I address this,..., when I don’t know that it is happening?

                – BUSQ
                Oct 22 at 0:33











              • Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

                – BUSQ
                Oct 22 at 0:35











              • The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

                – BUSQ
                Oct 22 at 0:36

















              • My question is,..., how do I address this,..., when I don’t know that it is happening?

                – BUSQ
                Oct 22 at 0:33











              • Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

                – BUSQ
                Oct 22 at 0:35











              • The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

                – BUSQ
                Oct 22 at 0:36
















              My question is,..., how do I address this,..., when I don’t know that it is happening?

              – BUSQ
              Oct 22 at 0:33





              My question is,..., how do I address this,..., when I don’t know that it is happening?

              – BUSQ
              Oct 22 at 0:33













              Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

              – BUSQ
              Oct 22 at 0:35





              Staff members were blaming me for things which had nothing to do with me,...., completely behind my back,..., so I would never find out,..., unless a manager approached me. If that manager took what they said as true,..., and didn’t ever address it with me,...., how was I to ever know that these complaints were happening.

              – BUSQ
              Oct 22 at 0:35













              The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

              – BUSQ
              Oct 22 at 0:36





              The situation was that some people in the company found a scapegoat. (me). How do you change the culture of the people in the company,..., so that you are not made a scapegoat?

              – BUSQ
              Oct 22 at 0:36











              1



















              I think the real issue here is the company, and this is independent, to some degree, to the fact that you may have been inefficient or not.



              A sane company should provide sane feedback.



              This means that:



              • it should not be based on hearsay

              • it should never present generic/vague accusations, but detailed description to which the problem is and a proactive discussion on how to make things better

              • expressions like "the whole company talks bad about you" are inherently manipulative and wrong, and can in fact border into harassment

              • the feedback should be mutual, so you should have the opportunity to address your coworkers (at least the ones in your team) and your supervisor

              Conclusions:



              It's difficult from here to say if there was actual grounds for all or some of the accusations. It's also difficult to estabilish if you can evaluate your performance properly; but the environment seems pretty toxic to me and the company processes not mature.






              share|improve this answer






























                1



















                I think the real issue here is the company, and this is independent, to some degree, to the fact that you may have been inefficient or not.



                A sane company should provide sane feedback.



                This means that:



                • it should not be based on hearsay

                • it should never present generic/vague accusations, but detailed description to which the problem is and a proactive discussion on how to make things better

                • expressions like "the whole company talks bad about you" are inherently manipulative and wrong, and can in fact border into harassment

                • the feedback should be mutual, so you should have the opportunity to address your coworkers (at least the ones in your team) and your supervisor

                Conclusions:



                It's difficult from here to say if there was actual grounds for all or some of the accusations. It's also difficult to estabilish if you can evaluate your performance properly; but the environment seems pretty toxic to me and the company processes not mature.






                share|improve this answer




























                  1















                  1











                  1









                  I think the real issue here is the company, and this is independent, to some degree, to the fact that you may have been inefficient or not.



                  A sane company should provide sane feedback.



                  This means that:



                  • it should not be based on hearsay

                  • it should never present generic/vague accusations, but detailed description to which the problem is and a proactive discussion on how to make things better

                  • expressions like "the whole company talks bad about you" are inherently manipulative and wrong, and can in fact border into harassment

                  • the feedback should be mutual, so you should have the opportunity to address your coworkers (at least the ones in your team) and your supervisor

                  Conclusions:



                  It's difficult from here to say if there was actual grounds for all or some of the accusations. It's also difficult to estabilish if you can evaluate your performance properly; but the environment seems pretty toxic to me and the company processes not mature.






                  share|improve this answer














                  I think the real issue here is the company, and this is independent, to some degree, to the fact that you may have been inefficient or not.



                  A sane company should provide sane feedback.



                  This means that:



                  • it should not be based on hearsay

                  • it should never present generic/vague accusations, but detailed description to which the problem is and a proactive discussion on how to make things better

                  • expressions like "the whole company talks bad about you" are inherently manipulative and wrong, and can in fact border into harassment

                  • the feedback should be mutual, so you should have the opportunity to address your coworkers (at least the ones in your team) and your supervisor

                  Conclusions:



                  It's difficult from here to say if there was actual grounds for all or some of the accusations. It's also difficult to estabilish if you can evaluate your performance properly; but the environment seems pretty toxic to me and the company processes not mature.







                  share|improve this answer













                  share|improve this answer




                  share|improve this answer










                  answered Oct 17 at 12:12









                  CzarCzar

                  1,8652 gold badges11 silver badges15 bronze badges




                  1,8652 gold badges11 silver badges15 bronze badges































                      draft saved

                      draft discarded















































                      Thanks for contributing an answer to The Workplace Stack Exchange!


                      • Please be sure to answer the question. Provide details and share your research!

                      But avoid


                      • Asking for help, clarification, or responding to other answers.

                      • Making statements based on opinion; back them up with references or personal experience.

                      To learn more, see our tips on writing great answers.




                      draft saved


                      draft discarded














                      StackExchange.ready(
                      function ()
                      StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f146592%2fcolleagues-are-bullying-me-how-to-manage%23new-answer', 'question_page');

                      );

                      Post as a guest















                      Required, but never shown





















































                      Required, but never shown














                      Required, but never shown












                      Required, but never shown







                      Required, but never shown

































                      Required, but never shown














                      Required, but never shown












                      Required, but never shown







                      Required, but never shown













                      Popular posts from this blog

                      Invision Community Contents History See also References External links Navigation menuProprietaryinvisioncommunity.comIPS Community ForumsIPS Community Forumsthis blog entry"License Changes, IP.Board 3.4, and the Future""Interview -- Matt Mecham of Ibforums""CEO Invision Power Board, Matt Mecham Is a Liar, Thief!"IPB License Explanation 1.3, 1.3.1, 2.0, and 2.1ArchivedSecurity Fixes, Updates And Enhancements For IPB 1.3.1Archived"New Demo Accounts - Invision Power Services"the original"New Default Skin"the original"Invision Power Board 3.0.0 and Applications Released"the original"Archived copy"the original"Perpetual licenses being done away with""Release Notes - Invision Power Services""Introducing: IPS Community Suite 4!"Invision Community Release Notes

                      Canceling a color specificationRandomly assigning color to Graphics3D objects?Default color for Filling in Mathematica 9Coloring specific elements of sets with a prime modified order in an array plotHow to pick a color differing significantly from the colors already in a given color list?Detection of the text colorColor numbers based on their valueCan color schemes for use with ColorData include opacity specification?My dynamic color schemes

                      Tom Holland Mục lục Đầu đời và giáo dục | Sự nghiệp | Cuộc sống cá nhân | Phim tham gia | Giải thưởng và đề cử | Chú thích | Liên kết ngoài | Trình đơn chuyển hướngProfile“Person Details for Thomas Stanley Holland, "England and Wales Birth Registration Index, 1837-2008" — FamilySearch.org”"Meet Tom Holland... the 16-year-old star of The Impossible""Schoolboy actor Tom Holland finds himself in Oscar contention for role in tsunami drama"“Naomi Watts on the Prince William and Harry's reaction to her film about the late Princess Diana”lưu trữ"Holland and Pflueger Are West End's Two New 'Billy Elliots'""I'm so envious of my son, the movie star! British writer Dominic Holland's spent 20 years trying to crack Hollywood - but he's been beaten to it by a very unlikely rival"“Richard and Margaret Povey of Jersey, Channel Islands, UK: Information about Thomas Stanley Holland”"Tom Holland to play Billy Elliot""New Billy Elliot leaving the garage"Billy Elliot the Musical - Tom Holland - Billy"A Tale of four Billys: Tom Holland""The Feel Good Factor""Thames Christian College schoolboys join Myleene Klass for The Feelgood Factor""Government launches £600,000 arts bursaries pilot""BILLY's Chapman, Holland, Gardner & Jackson-Keen Visit Prime Minister""Elton John 'blown away' by Billy Elliot fifth birthday" (video with John's interview and fragments of Holland's performance)"First News interviews Arrietty's Tom Holland"“33rd Critics' Circle Film Awards winners”“National Board of Review Current Awards”Bản gốc"Ron Howard Whaling Tale 'In The Heart Of The Sea' Casts Tom Holland"“'Spider-Man' Finds Tom Holland to Star as New Web-Slinger”lưu trữ“Captain America: Civil War (2016)”“Film Review: ‘Captain America: Civil War’”lưu trữ“‘Captain America: Civil War’ review: Choose your own avenger”lưu trữ“The Lost City of Z reviews”“Sony Pictures and Marvel Studios Find Their 'Spider-Man' Star and Director”“‘Mary Magdalene’, ‘Current War’ & ‘Wind River’ Get 2017 Release Dates From Weinstein”“Lionsgate Unleashing Daisy Ridley & Tom Holland Starrer ‘Chaos Walking’ In Cannes”“PTA's 'Master' Leads Chicago Film Critics Nominations, UPDATED: Houston and Indiana Critics Nominations”“Nominaciones Goya 2013 Telecinco Cinema – ENG”“Jameson Empire Film Awards: Martin Freeman wins best actor for performance in The Hobbit”“34th Annual Young Artist Awards”Bản gốc“Teen Choice Awards 2016—Captain America: Civil War Leads Second Wave of Nominations”“BAFTA Film Award Nominations: ‘La La Land’ Leads Race”“Saturn Awards Nominations 2017: 'Rogue One,' 'Walking Dead' Lead”Tom HollandTom HollandTom HollandTom Hollandmedia.gettyimages.comWorldCat Identities300279794no20130442900000 0004 0355 42791085670554170004732cb16706349t(data)XX5557367