10 Curious Signs Gaslighting in the Workplace

Last Updated on January 2, 2024 by Daniel Boyce

Gaslighting in the workplace can be a challenging issue to spot, but its effects can be devastating for both employees and organizations.

This gaslighting tactic can erode employee morale, lead to a toxic work environment, and result in decreased productivity and engagement.

While it may not always be obvious when gaslighting is taking place, it can be a form of workplace harassment.

In this article, we’ll explore 10 curious signs of gaslighting in the workplace that employers, employees, and HR professionals should be aware of.

Keep reading to learn more.

1. Constantly shifting blame onto employees

Gaslighting in the workplace can come in many forms, and one of the most harmful is when a superior constantly shifts the blame onto their employees.

This can take the form of an employer making an employee feel like they’re always doing something wrong, even when they’re not.

Such gaslighting tactics can also make employees feel anxious or worried, as they begin to question their abilities and competence.

When this happens, it can be tough for employees to speak up or to even report bad behavior since their employer has convinced them that they are responsible for any issues that arise.

2. Downplaying or dismissing employee concerns and feelings

Another common form of gaslighting in the workplace is when an employer downplays or dismisses employee concerns and feelings.

This can be especially harmful because it can make employees feel like their thoughts and emotions don’t matter, and like they are always overreacting or being too sensitive.

For instance, if an employee brings up an issue with their workload or work environment, but their employer responds by telling them it’s not a big deal or to stop being so dramatic, that is a form of gaslighting.

This type of behavior can erode the trust and respect between employer and employee, ultimately leading to a toxic and unproductive work environment.

3. Manipulating and controlling employee behavior

Gaslighting in the workplace can also come in the form of an employer manipulating or controlling employee behavior.

This can take many forms, from nitpicking small details to setting unreasonable expectations or requiring employees to work beyond normal hours.

Gaslighting tactics can be used to make employees feel like they are always falling short or that they can never do anything right, even if they are doing everything as they should.

Gaslighting can make employees feel powerless and can lead to them perpetually questioning their choices and decisions at work.

Ultimately, this can lead to employee burnout and a toxic work environment that is harmful to everyone involved.

4. Using gaslighting tactics to make employees doubt their abilities

One of the most insidious forms of gaslighting in the workplace is when an employer uses these tactics to make employees doubt their abilities.

For instance, an employer might repeatedly criticize an employee’s work or give them impossible tasks to complete, even though the employee is doing the best they can.

This can make employees feel like they are not capable of doing their job, even though they were capable before the gaslighting.

What’s worse, gaslighting can make people feel like they are losing their sense of reality and questioning their judgment.

Ultimately, this can lead to employee burnout, a lack of productivity and creativity, and a toxic work environment.

5. Withholding information or resources necessary for job success

Another example of gaslighting in the workplace is when an employer withholds information or resources that are necessary for job success.

This can be especially damaging because it can make employees feel like they cannot do their job well when in reality, they have been set up to fail.

For example, an employer might not provide essential data or training for a project and then blame the employee for poor performance when the project fails.

This can be a form of gaslighting because it makes employees doubt their abilities, creates an unhealthy work environment, and puts undue pressure on employees to perform without adequate support.

6. Creating a culture of fear and intimidation

Gaslighting in the workplace can also manifest in the creation of a culture of fear and intimidation.

This occurs when employers and supervisors engage in behavior that makes their employees feel afraid or nervous to speak up, challenge the status quo or even request time off.

Abusive behaviors like yelling, berating, or belittling employees can create a toxic work environment, as an overly harsh or punitive disciplinary measure.

This kind of behavior can be a form of gaslighting because it makes employees doubt their worth and feel powerless, which can lead to feelings of anxiety, stress, or depression.

Ultimately, a culture of fear and intimidation can prevent employees from being able to work effectively and can have a devastating impact on their mental and emotional health.

7. Making unrealistic demands and expectations of employees

Gaslighting in the workplace can also include making unrealistic demands and expectations of employees.

This type of gaslighting tends to manifest in employers setting impossible goals, timelines, or tasks that their employees are expected to achieve, regardless of how unattainable they may be.

This can negatively affect employee morale, and also make workers feel like they can never meet the standards set for them, no matter how hard they try.

Additionally, this type of behavior can damage the employer-employee relationship and diminish job satisfaction, which can ultimately lead to employee burnout and a toxic work environment.

8. Punishing employees who speak out or question authority

One of the most common forms of gaslighting in the workplace is when employers punish employees who speak out or question authority.

This can range from criticism and belittlement to more serious retaliation, such as firing or demoting employees.

When employees are punished for speaking up, it can make them feel like they are doing something wrong, and that they can’t trust their judgment.

This can lead to a culture of silence and fear, where employees feel discouraged from speaking out, and where abuse and mistreatment can go unchecked.

In short, punishing employees who speak out or question authority can create a toxic work environment that is harmful to everyone involved.

9. Using gaslighting to pit employees against one another

Gaslighting can also be used to pit employees against one another.

This occurs when an employer uses gaslighting tactics to create a divide between employees, such as by spreading false rumors or blaming one employee for another’s mistakes.

This can lead to a stressful and hostile work environment, as well as emotional abuse and psychological manipulation to the employees involved.

This form of gaslighting is especially harmful in its ability to affect employee relationships and create tension between coworkers.

Ultimately, this can lead to decreased productivity and engagement, a toxic work culture, and a high turnover rate.

10. Refusing to acknowledge or address gaslighting behaviors in the workplace

Refusing to acknowledge or address gaslighting behaviors in the workplace can also be a form of gaslighting itself.

Employers who ignore or deny that such behaviors are taking place can make employees feel like their experiences aren’t valid or important.

This can lead employees to further question themselves and can contribute to a culture of fear and distrust.

Moreover, when employers fail to address gaslighting behavior, it can allow the perpetrator to continue their toxic behavior, ultimately contributing to a toxic work environment.

Addressing and preventing gaslighting behavior in the workplace is essential for the mental stability and emotional well-being of employees as well as the overall success of the business.

The importance of recognizing gaslighting behaviors

It’s crucial to recognize gaslighting behaviors in the workplace for several reasons.

Firstly, gaslighting behavior can negatively affect employees’ mental health and emotional well-being and can lead to decreased job satisfaction and productivity.

Secondly, gaslighting can foster a toxic culture of fear and mistrust, as well as create deep-rooted issues between coworkers.

Finally, not addressing gaslighting behaviors can allow the offender to continue their damaging behavior, and not addressing the harmful environment can make it difficult for employees to speak out or seek help.

Therefore, recognizing gaslighting in the workplace is essential for promoting a safe, healthy, and productive work environment for all.

Steps employees can take to address and combat gaslighting in the workplace

There are several steps that employees can take to address and combat gaslighting in the workplace.

Firstly, it’s important to document any instances of gaslighting, whether it’s through direct conversation or email correspondence.

Having records to reference can help employees to speak with confidence and credibility.

Secondly, employees should consider discussing their concerns with a trusted coworker, mentor, or human resources representative.

Having someone to talk to about the situation can be extremely helpful in validating their feelings and exploring potential solutions.

Thirdly, employees should try to set boundaries with their employer, such as by asking for clearer communication or by articulating their needs in a respectful but firm manner.

Lastly, if necessary, employees can seek outside support or counseling to help them cope with the effects of gaslighting.

Conclusion

Signs of gaslighting can include constantly shifting blame onto employees, downplaying or dismissing employee concerns and feelings, manipulating and controlling employee behavior, withholding information or resources necessary for job success, and more.

By being aware of these signs, employees and employers can work together to create a safe and healthy work environment that values respect, professional growth, and open communication.