If you are being subjected to workplace bullying then you may find a session with me helpful.

This is likely to start with careers-based counselling, where we look at the incidents together and talk them through.
We can then look at the ‘here and now’ before moving forward to discussing some coaching strategies to help you overcome this unacceptable form of assault.

This is where my unique knowledge of the world of work can help – knowing all about roles, department interactions, understanding the demands of the business and the responsibilities that you, as an employee have.

We can discuss tactics to help you balance the two, along with how to deal with the bully.
If your employer knows about the bullying, the cost of this and subsequent sessions is often paid by them.
Although workplace bullying is against employment law, I do not get involved in the legal side, but can help and support you whatever course of action you decide.

The best advice if you are being bullied at work is as follows: (this does not constitute legal advice, and you follow this advice at your own risk)

* Keep a diary. Log EVERY instance of the bullying, including your own comments as to how the bullying made you feel. If the bullying relates to emails or memos, print them off or photocopy them and keep them in a place that only you have access to. Make a note if anyone else was present to witness any comment made in public.

* Investigate your Employer’s codes of conduct and grievance procedure, decide whether you want to follow it or not.

* Tell the bully that you know they are bullying you, it is unacceptable to you, and it has to stop. Sometimes these bullies don’t even realise what they are doing is bullying. If you identify their behaviour as bullying, there can be no room for doubt.

* If there is a sympathetic manager or senior member of staff, or a Human Resource Manager, do consider confiding in them about the bullying.

* Be aware that you may be at risk from developing work-related stress.

And remember, that it is the bully who has the problem, not you.