How to recognise the Toxic Tactics of Gaslighting, Microaggression, and Passive Aggression in the workplace - ep 120

Gaslighting, microaggressions, and passive aggressive behaviour create toxic relationships – at work and at home.  If you – or someone you know – wonders whether you’re going a bit crazy or feel like you have to walk on eggshells around certain people, then this is for you.  Today we look at some gaslighting, microaggression and passive aggressive warning signs and what to do about them, so you can protect yourself and others by recognising these toxic tactics for what they are."Microaggressions" are brief and commonplace daily verbal, behavioural, or environmental indignities.  They’re intentional and/or unintentional.  They communicate hostile, derogatory, or negative racial slights and insults to the target person or group. "Passive aggression" or “passive aggressive” refers to behaviour that’s indirectly aggressive rather than directly or openly confrontational. It's a way of expressing anger or frustration in an indirect manner.  For example, through procrastination, forgetfulness, or intentional inefficiency. "Gaslighting" is a form of psychological manipulation in which a person seeks to sow seeds of doubt in someone else, or in members of a targeted group.Gaslighting makes them question their own memory, perception, or sanity. The goal of gaslighting is to gain power and control over the individual or group and make them dependent on the gaslighter for their understanding of reality.When used repeatedly and systematically, gaslighting can be considered a form of bullying.It's important to note that while these concepts are related, they’re distinct and refer to different types of behaviour. Microaggressions, passive aggression and gaslighting are all forms of bullying.  Individually and collectively, they can contribute to hostile and unhealthy social and clinic environments.   Here are five ways you can start dealing with any of these behaviours:#1 - Speak up and assertively address the behaviour#2 - Keep a record of the incidents#3 - Seek support from colleagues, friends or a support group#4 - Seek help from your Practice or HR Manager #5 - Take care of yourself!Could Your Kind of People recognise Their Kind of Clinic?A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.Explore Culture Story Centres for veterinary clinics