Lifestyle
Dealing with an Abusive Boss: How to Act and Protect Your Health
Confront workplace bullying and build a more dignified and healthy professional journey.
In the 'Your Voice' segment, Donas da Voz tackles the challenge of oppressive bosses. Psychologist Andreza Thans and mentor Claudia Lisboa offer valuable insights into the impact on mental health and the right way to report it. Learn how to protect yourself and fight for respect.
On the Donas da Voz videocast, host Livia Matos welcomes clinical psychologist and neuropsychologist Andreza Thans, and entrepreneur and mentor Claudia Lisboa, to discuss a topic increasingly present in the corporate world: the abusive boss. The discussion begins with an emotional letter from a listener who, full of dreams upon getting a new job, found herself in a toxic environment marked by intimidation and workplace bullying.
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The Pain of Reporting and the Oppressive Reality
The listener describes a boss who, initially seen as someone striving for excellence, revealed a "heavy vibe in the air," using power to intimidate. Insinuations and uncomfortable comments became frequent, generating fear and paralysis. Her apprehension about reporting was immense, fearing she wouldn't be believed, would harm her career, or even be pressured by her husband to resign. She felt alone, stagnant, and with her growth blocked because she wouldn't "play the boss's game."
Claudia Lisboa stresses that this situation is "much more common than we might imagine." With 15 years of HR experience, including as a director, she has witnessed and suffered moral and sexual harassment. Claudia emphasizes that an oppressive boss is not a leader and often has a command-and-control profile, using power subtly and coercively. The listener's report, though painful, was the right path.
Psychological Impacts and Behavioral Patterns
Psychologist Andreza Thans explains the profound psychological damage caused by a hostile environment. Victims experience lowered self-esteem, live with their "limbic system fully activated in fear," feeling cornered and needing to work, often due to financial reasons. Toxic environments are the leading cause of leaves for mental disorders like anxiety, panic, and burnout. Andreza describes physical symptoms such as tachycardia, sweating, nausea, and vomiting even before arriving at work.
Furthermore, Andreza points to the possible origin of an oppressive boss's behavior: a family history of authoritarianism. She also highlights that victims, due to behavioral patterns, may unconsciously feel more "comfortable" in environments that replicate familiar oppression, making it even harder to exit this dynamic. Therapy and self-awareness are crucial for breaking these cycles and not remaining in suffering.
Generations and Leadership: The Current Challenge
Livia raises the issue of generational discrepancy in the workplace. Old leadership models, based on "I command and you obey," do not align with the expectations of new generations, who seek greater horizontality and less tolerance for abuse. The challenge is to find a middle ground where there is no authoritarianism, but also where the impatience and resistance to feedback from younger employees are managed.
Claudia Lisboa notes that managers need to "relearn" how to deal with multigenerational teams. It is essential to open communication channels, have clear policies, and cultivate open-minded leaders willing to empty their cup and constantly learn. She points out that tenure in companies has changed, and competent leaders today are those who can retain talent for, say, three years, which is already a significant achievement. It's crucial to recognize that values have shifted, and companies need a strategic framework to support and develop everyone.
Your Rights: The Path to Reporting
For women facing an oppressive boss, Claudia Lisboa offers a practical and strategic roadmap for reporting:
- Ombudsman/Ethics Channel: If the company has one, this is the first and most effective step. The ombudsman is above HR and has direct contact with the presidency or board. Although bureaucratic, it works.
- Human Resources (HR): If there's no ombudsman, approach HR. File the complaint in writing, in duplicate, requesting a signed receipt. Highlight symptoms of affected mental health. An HR department aligned with the company's values will conduct an investigation.
- Dossier and Legal Action: If the internal complaint yields no results, or if you feel even more vulnerable, record instances of harassment. Gather evidence, create a dossier. This will be crucial for pursuing legal action, filing a lawsuit against the company and the individual aggressor. Claudia shares a case where a manager who harassed her team was sued, and the company had to pay compensation, demonstrating the seriousness and consequences of such actions.
Claudia and Andreza emphasize that the company bears enormous responsibility. Hostile environments result in high turnover, loss of talent, financial losses from lawsuits, and reputational damage. The solution involves changing organizational culture, investing in emotional intelligence, non-violent communication, and preparing leaders to recognize and respect the individuality of each team member. Seeking psychological and legal support is not a sign of weakness, but a pursuit of dignity and protection.
If you identify with this story, know that you are not alone. Donas da Voz is a safe space to share your experience and seek support. Your voice matters.
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