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Mobbing damages not just the individual, but damages the company atmosphere, image and the economic success of a firm. Mobbing occurs where it is allowed to occur. This means that the attitude of the firm and its´ management plays an important role.

According to statistics 5-10% of European employees, (more women than men) are affected by mobbing. In Austria it is estimated at least 8% of employees, and up to 20% of suicides in Germany can be attributed to it. Mobbing is never trivial, because it is means the total destruction of a person’s professional and social existence! There is a »war« in the workplace, but only one side is armed.

In addition mobbing leads to huge economic damage due to the across the board costs it creates, e.g. hospital visits, therapies, unemployment assistance, early retirement. Above all every case of mobbing means financial losses on a major scale for each individual firm, from between seven and two hundred thousand euro, depending on the position of the victim. (according to Cornelia Schmidjell , advisor to the Salzburg chamber of commerce.) Thus it is essential for individual companies to deal conscientiously with this topic and take preventative measures.
 
This is because the problem of mobbing can never be reduced to the individual people concerned, but is rather a structural problem. This can be best combated with strategic measures: a good discussion climate, fair work conditions and a constructive system of dealing with conflict are some principles that help reduce psychosocial stress factors. Openness in communication, transparency in decisions, clear organizational structure and responsible leadership, as well as no tolerance of any kind of discrimination, lead to a mobbing free company with highly motivated employees.
 
Prevention always means making people aware of the dangers and also consciously dealing with the problem. It is thus important that the employees and management are aware of mobbing processes and their effects. Continuing education in the area of social interaction, conflict management and communication is essential for all employees, and especially on the management level. The implementation of inner complaints procedures through trusted representatives as well as external support through mediators and supervisors allows employees to deal constructively with and resolve conflicts.

But what is to be done, if mobbing is already occurring? Affected persons must try to keep a clear head and not take on the role of a victim. Passivity and withdrawal make the problem worse. It’s important to obtain help from outside the work environment. For psychological wellbeing, the support of family and friends is enormously important. To avoid serious or sometimes even long term damage it is necessary to work on the mobbing experience with a professional psychologically trained consultant. From feedback and experience from my daily coaching I know how helpful and relieving professional assistance in a neutral environment can be, for mobbing victims as well as for management. Further support is offered by specialized institutions and legal questions can be answered by lawyers specialized in employment law.

Whether »mobbing victim« or »mobbing spectator« – the worst thing is not the problem itself, but if there is nothing done about it, because then the mobbing system continues!

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