As task manager Ian is fired after failing to get his team behind him, our legal eagle from Halliwells, Christopher Davies, considers the phenomenon of 'mobbing', where underlings gang up on an unwanted manager. 

Christopher Davies, professional support lawyer, Halliwells

In week three two more candidates came under scrutiny in the role of project leader. The difference this week was that the candidates were placed in the role rather than given the opportunity of volunteering for it. The lucky, or should that be unlucky, two had the task of managing their teams in another money making exercise.

As in previous weeks both team leaders faced the problem of trying to get their team working for them.This week the failure of Ian Stringer to get all his team behind him led to him being fired from the 'Boardroom'.

Many will have some sympathy with the plight of a manager attempting to win the support of a team made up of individuals that appear intent on being difficult or confrontational. It will be recognised as a difficult task to attempt to create a positive and constructive attitude in a team that appears determined to focus on the negative.

Negativity can be demonstrated in a number of different ways; dissent develops, followed by answering back, followed by shouting and sometimes the emergence of rival ringleaders. Eventually the end result is always the same - all blame for all failings is collectively pinned to the manager. This can be as bad as any form of bullying and many managers will feel forced to leave. This type of situation where a manager is the target of a number of employees has been referred to over the years as ‘mobbing’.

Mobbing can happen to any manager, supervisor or person with responsibility for others in the workplace. Employers should be aware of the phenomenon, alert to the risks of prejudice and ensure policies are properly implemented to deal with such circumstances.

Mobbing is where the group basically ‘gangs up’ on someone in a position of authority. Sometimes their actions will amount to a disciplinary issue however in most they will still keep just within the scope of their contract. For instance they may refuse to do jobs in the exact way they have been told but will still perform the job; they may work at a slower rate than they do for other managers, or projects may even be sabotaged by deliberate errors to undermine the manager and his or her capabilities. In other cases the group’s activities may be harder to pin down. They may use the tactics of rumour, innuendo, trivial criticisms, discrediting, isolating, and intimidating. The aim through these acts is to make it look as if the targeted person is responsible.

Employers lose productivity, morale and profits when mobbing occurs. Companies affected by mobbing may experience a reduction in quality and quantity of work, increased employee turnover and sick leave, loss of reputation or credibility, and costly litigation. 

In order to stop mobbing it's important that equality awareness training is developed and communicated to all staff. This should focus on dignity at work and respect for communication. Creating mobbing awareness is a means by which to prevent it happening in the workplace. Establish that staff at all levels deserve respect as individuals. One problem is that many employees will engage in this type of behaviour without thinking or understanding the consequences of their actions. Following awareness and equality training they may think again.

If awareness training does not prevent a mobbing situation arising, then it's important that it's dealt with quickly. In many situations there may be a ringleader that incites supporters and copycats. Although mobbing is a ‘pack’ attack, if you are able to identify the ringleader, then he or she should be held accountable and the disciplinary process followed. In every case it should be made clear to all employees that such behaviour will not be tolerated in the workplace and if necessary disciplinary action should be taken against all employees involved.

Click here if you missed:
Fired up | The Apprentice | Week one
Fired up | The Apprentice | Week two