Addressing Organisational Gaslighting
The Unseen Workforce Trauma
Gaslighting is often discussed in the context of personal relationships; however, this form of psychological manipulation is not confined to intimate settings. It has infiltrated various spheres of life, including the workplace, where its presence is called 'organisational gaslighting'. This invisible trauma remains largely unaddressed, wreaking havoc on employee well-being and productivity.
What is Gaslighting?
Gaslighting is a form of psychological manipulation in which a person seeks to sow seeds of doubt in a targeted individual or in members of a targeted group, making them question their own memory, perception, or sanity. Using denial, misdirection, contradiction, and misinformation, gaslighting involves attempts to destabilize the victim and delegitimize the victim's beliefs.
The term "gaslighting" originates from the 1938 play (and later 1944 film adaptation) "Gas Light," in which a husband manipulates his wife into believing she's going insane. He subtly dims the gas lights in their home (hence the term "gaslighting"), while insisting to his wife that the lights have not changed, aiming to make her doubt her own perceptions.
Instances may range from the denial by an abuser that previous abusive incidents ever occurred up to the staging of bizarre events by the abuser with the intention of disorienting the victim. Gaslighting can occur in personal relationships, at the workplace, or over an entire society.
What is Organisational Gaslighting?
Organisational gaslighting is a pernicious form of psychological manipulation that can often fly under the radar due to its subtlety. It permeates work environments in ways that can initially seem inconspicuous but ultimately create an oppressive atmosphere of confusion, self-doubt, and distress among employees.
The essence of organisational gaslighting lies in making employees question their understanding, judgement, experiences, and sanity. This unsettling experience often stems from a superior's or co-worker's persistent denial, contradiction, or dismissal of an individual's reality, leading them to doubt their perceptions.
The manifestations of this manipulative practice can be varied and nuanced. It may occur when a manager constantly undermines an employee's performance, irrespective of the quality of their work, leaving them feeling inadequate and incompetent. Alternatively, it might involve deliberately minimising or denying abusive or inappropriate behaviour, leading to a victim-blaming environment where the abused feels unsupported and isolated.
In other instances, organisational gaslighting may involve blaming employees for errors they didn't commit, creating a scapegoat to avoid accountability. In more covert cases, it can involve altering or questioning an individual's recollection of events, leading to an oppressive environment where the individual is left perpetually uncertain and anxious about their understanding of workplace incidents.
The objective of organisational gaslighting is to control and dominate the affected individual, causing them to question their worth and capabilities, thereby becoming more dependent on the gaslighter for validation and direction. The gaslighter, often someone in a position of power, employs these tactics to maintain control, evade accountability, and undermine the confidence and autonomy of the employee.
The objective of gaslighting can extend beyond individual control to the broader scheme of preserving the status quo within an organisation. Change can be threatening for those comfortably situated in power structures. In the face of proposed alterations, whether they involve new ideas, processes, or policies, those resistant to change may resort to gaslighting as a means to suppress these developments. By causing proponents of change to question their abilities or the validity of their ideas, the gaslighters aim to dilute the momentum of change and maintain the existing state of affairs.
Moreover, organisational gaslighting can also serve to protect the organisation's image or reputation. For instance, in situations where employees raise issues about unethical practices or misconduct within the organisation, gaslighting might be used as a tool to silence these voices. By denying the allegations, trivialising the concerns, or discrediting the individuals raising these issues, the organisation aims to deflect criticism and safeguard its reputation.
However, this strategy, though seemingly protective of the organisation in the short term, can lead to harmful long-term consequences. While the organisation may appear unscathed on the surface, beneath it festers a toxic culture of manipulation and deceit. This not only has severe implications for employee morale and productivity but can also eventually tarnish the organisation's reputation and trustworthiness in the eyes of both its employees and the public. Remember, organisations are only as kind as the worst behaviour they tolerate.
Organisational gaslighting is a corrosive and destructive practice that profoundly damages individual employees and the organisation as a whole. The tactics employed may initially serve the dual purpose of preventing change and protecting the organisation; however, the long-term costs are significant. This form of psychological manipulation gradually erodes an individual's self-confidence, skews their perception of reality, and creates an imbalance of power. The aftermath leaves victims feeling disoriented, powerless, and unsure of their competence, devastatingly affecting productivity, mental health, and workplace harmony. This practice must be addressed and eradicated to foster a healthier, more transparent, and more inclusive work environment. Only then can organisations truly thrive, built on a foundation of trust, respect and genuine progress.
The Damage Done
The phenomenon of organisational gaslighting can create a profoundly toxic work environment that fosters a prevalent culture of fear, anxiety, and pervasive mistrust among colleagues. Employees become vulnerable, gradually starting to question their own capabilities, competencies, and judgement in a detrimental cycle. As they are continuously made to doubt their understanding and perception of work-related issues, their self-esteem undergoes a dramatic plummet. This decline in self-confidence is mirrored in their performance, leading to noticeable decreases in productivity and overall work engagement.
Furthermore, as employees are perpetually engulfed in constant self-doubt, their fear of committing errors escalates exponentially. This debilitating fear, coupled with the uncertainty that organisational gaslighting perpetuates, can significantly stifle the free-flowing creativity and the spirit of innovation essential for any workplace to thrive. Employees may hesitate to share new ideas or propose innovative solutions out of fear of being criticised, dismissed, or worse, retaliated against. This fear-based paralysis and loss of self-assuredness can obstruct the growth and development of the organisation, ultimately impacting its overall progress and success.
Yet, the repercussions of organisational gaslighting are not contained within the boundaries of the workplace. The manipulation and stress inherent to gaslighting can seep into employees' personal lives, drastically impacting their relationships and mental health. The constant second-guessing and self-doubt can lead to severe psychological stress and might even result in symptoms of depression or anxiety. In addition, the constant state of unease and the lack of psychological safety can strain interpersonal relationships, both familial and romantic. In the long term, such continuous emotional turmoil and psychological distress can significantly compromise an individual's overall quality of life, turning their world upside down.
Experiencing gaslighting at work can have severe implications for an employee's mental health. Constantly being made to doubt one's abilities can lead to anxiety, depression, and even post-traumatic stress disorder (PTSD). The high-stress environment can also result in physical health problems such as chronic fatigue, sleep issues and increased susceptibility to illness due to a weakened immune system.Thus, the sinister effects of organisational gaslighting reach far beyond the confines of professional settings, profoundly impacting personal spheres as well.
How to recover from Organisational Gaslighting
Recovering from organisational gaslighting can be a difficult and complex process, but it is entirely possible with the right strategies and support systems in place. Here are some steps you can take to navigate your recovery:
1. Acknowledge Your Experience
The first step towards recovery is acknowledging that you've been a victim of gaslighting. Recognise that your feelings and experiences are valid and that it's not your fault. Gaslighting is a form of psychological manipulation used by others to control and undermine; it does not reflect your worth or capability.
2. Seek Professional Help
If you're struggling with feelings of anxiety, depression or self-doubt as a result of gaslighting, consider seeking help from a mental health professional. Therapists or counsellors can provide you with coping strategies, help you regain your self-esteem, and guide you through the process of healing.
3. Establish Boundaries
Establishing boundaries with the person or people who are gaslighting you is essential to recovery. These boundaries might involve limiting your interactions with the person or refraining from engaging in discussions about certain topics. Remember, you have the right to protect yourself.
4. Document Instances of Gaslighting
Keep a record of incidents where you feel you've been gaslighted. This could involve saving emails, noting down conversations, or recording instances where your reality has been questioned or dismissed. This documentation can serve as evidence if you decide to report the behaviour, but it can also help validate your experiences when your reality is being manipulated.
5. Seek Support from Others
Connecting with colleagues who may be experiencing similar issues or friends and family who can provide emotional support, can be extremely helpful. You might also consider joining a support group or online forum where you can share your experiences and learn from others who have been through similar situations.
6. Prioritise Self-Care
Practising self-care can help mitigate some of the emotional and physical stress of gaslighting. This might involve regular exercise, maintaining a balanced diet, ensuring you get enough sleep, or engaging in activities that you enjoy and that help you relax.
7. Consider Legal Action
In some cases, it might be appropriate to consider legal action. This should always be a personal decision and it's important to consult with a professional who can guide you through your options.
8. Plan for the Future
If the gaslighting continues despite your efforts, you might need to consider leaving your job or seeking a transfer within the company. While this is a big decision, it's important to remember that your wellbeing should always be your top priority. In the meantime, improving your skills or networking within your industry can help you secure a healthier and safer work environment in the future.
It's important to remember that recovery from gaslighting can take time. Be patient with yourself and celebrate your progress, no matter how small it may seem. You can overcome this experience and reclaim your self-worth and confidence with the right strategies and support.
Reasons for Organisational Gaslighting
Organisational gaslighting, a toxic form of psychological manipulation, can be rooted in numerous causes. Understanding these reasons is crucial in identifying and addressing this detrimental behaviour effectively.
1. Concealing Mistakes:
A common reason for gaslighting within an organisation can be an individual's attempt to conceal their mistakes. In an environment where admitting faults is viewed as a weakness, leaders or colleagues may resort to gaslighting to shift blame and avoid taking responsibility. By creating a narrative that places the blame elsewhere or manipulating the details of the situation, they can deflect attention away from their shortcomings.
2. Maintaining Power Dynamics:
Gaslighting can also be a tool to maintain or assert power dynamics within an organisation. Those in positions of authority may use gaslighting tactics to undermine others, thereby reinforcing their dominance. By causing individuals to question their abilities and judgement, they ensure that their authority remains unchallenged and their control unbroken.
3. Resistance to Change:
As discussed earlier, gaslighting can serve as a mechanism for resisting change. It can be used to suppress new ideas or processes that threaten the status quo or shift the balance of power within the organisation. Those resistant to change may gaslight proponents of innovation to doubt the validity of their ideas and halt momentum towards change.
4. Protecting the Organisation:
In some situations, gaslighting might be used as a way to protect the organisation's image or reputation. When issues such as misconduct or unethical practices are raised, gaslighting might be used to silence these voices, discredit the accusers, and maintain the façade of a well-functioning organisation.
5. Toxic Workplace Culture:
In some cases, gaslighting becomes an ingrained aspect of the workplace culture, perpetuated over time and passed down through hierarchical structures. When manipulative behaviours are normalised and unchecked, it allows for a culture of gaslighting to persist. The belief that 'this is how things have always been done' can mask the toxicity and prevent meaningful change.
Regardless of the reasons, it's crucial to recognise that gaslighting is not an inherent or necessary part of organisational culture. It is a destructive behaviour chosen and perpetuated by individuals. It breeds a toxic work environment, impacting mental health, employee morale, productivity, and the organisation's success. The only way to eradicate it is by actively acknowledging its presence, understanding its causes, and addressing it head-on, promoting a culture of respect, transparency, and psychological safety..
Overcoming Organisational Gaslighting
Awareness: The first step towards overcoming organisational gaslighting is raising awareness about its existence and implications. Leaders should ensure that all team members are educated on this issue and know how to identify signs of gaslighting.
Zero-Tolerance Policy: Establishing a clear zero-tolerance policy against any form of manipulation or abusive behaviour is essential. This policy should be effectively communicated to all employees and consistently enforced.
Open Communication Channels: Maintaining open lines of communication can help create an environment where employees feel comfortable sharing their experiences without fear of retaliation. Regular check-ins, anonymous feedback systems, or third-party mediation can be helpful.
Promote a Positive Work Culture: Leaders can play a pivotal role in creating a positive work culture that values respect, empathy, and transparency. Encouraging teamwork, appreciating efforts, and promoting work-life balance can help build an environment where employees feel valued and respected.
Training and Support: Regularly training to managers about effective leadership styles, emotional intelligence, and conflict resolution can help prevent gaslighting. Likewise, providing support to victims, such as counselling services or employee assistance programmes, can aid in their recovery.
What to do if you witness gaslighting
Confronting gaslighting when it originates from higher levels of management or when it's occurring among peers can be particularly challenging. However, leaders in these situations can still make a significant impact by taking the following actions:
1. Document Evidence:
If you witness gaslighting, start by documenting the incidents as accurately and objectively as possible. This can be critical if you decide to report these behaviours later. It will also serve as a concrete reference of events in case your own reality gets questioned, a common gaslighting tactic.
2. Offer Support:
Reach out and provide support to those being gaslighted. They may be doubting their own perceptions due to the gaslighting. Validating their experiences can help counter the effects of the manipulation. Offer to be a sounding board for their concerns and, if comfortable, share your observations about the gaslighting behaviour.
3. Seek Guidance:
Consider seeking advice from trusted advisors, mentors or a human resources representative. They may be able to provide valuable perspective and potential strategies for addressing the situation.
4. Confront Diplomatically:
If you feel safe doing so, consider confronting the gaslighter. This should be done diplomatically and professionally. State your observations objectively, without blame or anger. The person may not be aware of the impact of their actions, and a direct conversation may prompt them to reflect on their behaviour.
5. Escalate the Issue:
If direct confrontation doesn't bring about change, or if it's impossible due to power dynamics, escalate the issue to someone higher in the hierarchy or the human resources department. Use your documented evidence to support your case. If the gaslighting behaviour is systemic or pervasive, seeking external assistance, such as a lawyer or union representative may be necessary.
6. Leverage Your Influence:
Even if you're not in a position of authority over the gaslighter, you can use your leadership skills and influence to effect change. Foster an open, respectful culture within your own team or department. Lead by example and encourage others to do the same.
7. Practice Self-Care:
Being in an environment where gaslighting can take a toll on your mental health. Ensure you're taking care of yourself. This might involve seeking support from a therapist or maintaining a healthy work-life balance.
Remember, tackling gaslighting is difficult, and change may not occur immediately. However, by taking these steps, leaders can significantly create a healthier, more respectful workplace.
Remember it is ok to leave if nothing changes
If you have exhausted all avenues and the gaslighting continues, you may need to consider whether the organisation is a healthy place for you. No job is worth your mental health and self-esteem.
Conclusion
In conclusion, organisational gaslighting is a disturbing and pervasive issue that needs immediate attention and action. The impacts are far-reaching, with victims often experiencing a profound and devastating toll on their mental and emotional health. This insidious form of psychological manipulation can lead to a toxic work culture that undermines innovation, productivity, and overall organisational success.
Moreover, gaslighting can significantly encroach on personal lives, resulting in strained relationships, psychological distress, and a decreased quality of life. Therefore, addressing this issue is not just a matter of improving workplace conditions, but also of safeguarding individuals' overall well-being.
The way forward involves acknowledging the presence of organisational gaslighting, understanding its varied manifestations and causes, and actively working towards eradicating it. Companies must foster a culture that prioritises psychological safety, respects diverse perspectives, encourages open communication, and upholds accountability.
On an individual level, it is critical for those who have experienced gaslighting to recognise their experiences, seek professional help, establish boundaries, document incidents, connect with supportive networks, and prioritise self-care. In severe cases, considering legal recourse could be an appropriate step.
Overall, confronting organisational gaslighting is a multifaceted challenge that requires concerted efforts from both the organisations and individuals involved. But the potential rewards— healthier, happier, more productive employees, and a more ethical, transparent, and inclusive workplace culture— make it a challenge worth tackling head-on.
Having experienced some of this, just reading about it is upsetting! Thank you for your content.