Gaslighting, an insidious form of manipulation, doesn’t announce itself with flashing neon lights. It lurks in the corners of the office, whispering doubts and distortions through seemingly harmless comments or veiled criticisms. It can manifest in the words of a micromanaging boss who denies ever setting unrealistic deadlines, the subtle jabs of a colleague who takes credit for your ideas while downplaying your contributions, or even the passive-aggressive emails that leave you questioning your own understanding of reality.
This toxic behaviour, characterised by denial of reality, subtle disapprovals and attempts to undermine confidence, can wreak havoc on both personal and professional well-being. By understanding its nuances and implementing effective coping strategies, individuals and organisations can lift this shroud and cultivate flourishing work environments.
What fuels gaslighting?
Gaslighting often stems from power imbalances or a desire for control. Pradyumna Pandey, head-HR, HeroMotocorp, sheds light on this dynamic. “Micromanagement fosters a breeding ground for gaslighting, where individuals manipulate their teams to sow doubt and insecurity.” This constant barrage of negativity can chip away at an employee’s confidence, leaving them questioning their own abilities and perceptions.
“Micromanagement fosters a breeding ground for gaslighting, where individuals manipulate their teams to sow doubt and insecurity.”
Pradyumna Pandey, head-HR, HeroMotocorp
Manish Majumdar, head-HR, Centum Electronics, adds another layer to the narrative. “Insecurity or a shortcut to success can fuel gaslighting.” A threatened manager may resort to subtle digs or veiled accusations to diminish a rising star, while colleagues locked in a competitive race may weaponise manipulation to sabotage each other’s progress.
The consequences of gaslighting are far-reaching, impacting both the psyche and the paycheck. “The constant erosion of confidence can lead to stress, anxiety and even depression,” warns Majumdar. The victims, trapped in a web of doubt, may struggle to navigate their professional life, hindering their growth and potential.
How to combat gaslighting
The menace of gaslighting demands a multifaceted approach to combat its effects. Individual vigilance is key, as Pandey emphasises, “Recognising red flags such as persistent negativity, public gossip and deliberate exclusion empowers individuals to shield themselves.” By staying alert to these warning signs, employees can take proactive steps to protect their mental and emotional well-being.
“Mere pronouncements on walls are not enough; consistent communication and reinforcement are crucial to drive cultural change.”
Manish Majumdar, head-HR, Centum Electronics
Organisations, too, must play an active role in dismantling the culture of gaslighting. Majumdar highlights the importance of clearly defining acceptable behaviour and values. “Mere pronouncements on walls are not enough; consistent communication and reinforcement are crucial to drive cultural change,” he asserts. Openness and transparency become the cornerstones of a healthy work environment, fostering trust and encouraging employees to voice concerns without fear of reprisal.
How to foster resilience
Leadership training focused on empathy, active listening and humility can help create a culture where gaslighting is less likely to thrive. Establishing clear expectations and policies regarding acceptable behaviour can further set the tone for a respectful and supportive work environment.
Pandey advocates a multi-pronged approach. “Fostering open communication, transparency and support is essential.” Leadership training programmes that instil humility and challenge the traditional ‘leader knows best’ mindset can go a long way in creating a more egalitarian atmosphere.
Establishing a performance-management system based on objective metrics, rather than subjective evaluations, can further neutralise the gaslighter’s tactics. When constructive feedback is valued and performance reviews are grounded in facts, the manipulative power of gaslighting diminishes.
Empowering employees to speak up is another crucial step. Encouraging open communication, mentoring leaders to embrace active listening and addressing power dynamics head on can create a safe space where gaslighting can be identified and addressed effectively.
Unveiling a brighter future
The power of gaslighting wanes in the face of awareness and proactive measures. Therefore, by understanding its mechanisms, recognising its warning signs, and implementing effective coping strategies, both individuals and organisations can lift the toxic veil of gaslighting and cultivate workplaces where everyone can thrive.
Ultimately, addressing power dynamics is key to creating a culture where gaslighting cannot thrive. Organisations must ensure that all employees, regardless of their position, feel empowered to speak up about unhealthy behaviour. As Pandey rightly says, “a culture of openness and support, where everyone feels safe to voice their concerns, is the antidote to the toxic web of gaslighting.”
