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There is a lot of feedback disguised as harassment.” This has been a frequently occurring complaint from workers. And it makes a lot of sense. According to the booklet on preventing moral harassment , produced by the Communication Secretariat of the Superior Labor Court (TST): “Moral harassment is the exposure of people to humiliating and embarrassing situations in the workplace, in a repetitive and prolonged manner, while carrying out their activities. It is conduct that damages the dignity and integrity of the individual, putting health at risk and damaging the work environment. Moral harassment is defined by experts as any and all abusive conduct, manifested by behaviors, words, acts, gestures or writings that may cause damage to the personality, dignity or physical and psychological integrity of a person, endangering the their employment or degrading the work environment.” But let's face it, the limits between constructive criticism and humiliation or between healthy demands and excessive pressure are usually easily crossed because there is no way to objectively measure one thing or another.
What the Judiciary has considered relevant when investigating the facts are the recurrence and exclusivity of the attitude. In other words, when a single employee is charged differently than the rest of the team and in a repetitive manner, it is very likely that there is a situation of moral harassment . Furthermore, the way in which the charge or criticism is made is a determining factor in this. The words used, as we demonstrate in the examples in this text, make all the difference. Furthermore, the opportunity for the other person to present their view of the criticism received and the context DM Databases in which it is made (outside working hours and in public, for example, are not suitable occasions) also count in differentiating feedback from harassment. In the midst of so many details and subtleties, what can the company and leaders do to prevent harassment disguised as feedback in the workplace? The first thing to be done is precisely to train leaders and employees.
This can happen in person or remotely, but it is interesting that it is an interactive activity, in which professionals can clarify all doubts and prepare themselves as much as possible so as not to make mistakes like those described above. Furthermore, improving internal communication and offering a work environment conducive to building healthy relationships is extremely important. This may not happen so quickly, depending on how your organization positions itself in relation to these issues today. But this means that even more effort may be needed to ensure that employees receive healthy feedback. . Vittude specializes in building customized corporate mental health solutions. We have already built mental health programs in companies such as the Boticário group, L'Oréal, Telhanorte, among other large Brazilian corporations. With the tripod of diagnosis, education and psychotherapy, we offer complete solutions for the well-being of professionals. We even hold conversation circles, workshops and lectures on feedback and internal communication, in addition to many other topics of great relevance to organizations.
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