The term comes from the 1938 play called “Gas Light” where a husband intentionally changes the home environment and challenges his wife’s understanding of reality when she questions the changes.
Gaslighting is generally something we associate with personal relationships, but the reality is, it happens in the workplace just as much. The term is used when someone deliberately questions another’s understanding of the facts, instilling self-doubt. It’s ultimately about exerting power over another.
We normally associate bullying with someone deliberately and obviously making life unbearable but gaslighting is equally toxic in that perpetrator will normally take longer to wear you down; they will protect their own insecurities and will even occasionally offer compliments to confuse you.
Organisations have a legal duty of care towards their employees. This extends to taking reasonable steps to prevent victimisation, harassment and bullying. All members of staff should be informed of the organisations policies on such at the onboarding stage, which includes the implications and consequences.
It’s important therefore, to recognise when it is happening to you or as a manager to spot it happening to another. Anything that makes you question your own perception of reality is, potentially, gaslighting.
When a person is subjected to this type of bullying, they will start to show signs of lowered self-esteem. They will start to withdraw and appear frustrated, confused or even emotional at work. It should be evident to others.
Some perpetrators don’t know they are gaslighting, they lack empathy and are unaware that they’re behaviour impacts others. Some are unfortunately well aware and do this with intention, that intention is to psychologically isolate you.
