{"id":8117,"date":"2022-01-27T09:55:30","date_gmt":"2022-01-27T07:55:30","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8117"},"modified":"2022-01-27T09:55:30","modified_gmt":"2022-01-27T07:55:30","slug":"corporate-stockholm-syndrome","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2022\/01\/corporate-stockholm-syndrome.html","title":{"rendered":"Could your employees be suffering from corporate Stockholm syndrome?"},"content":{"rendered":"
As an employer, it\u2019s natural to want your workplace to be safe and supportive. Not only is it better for business, but it\u2019s better for your employees\u2019 mental health and happiness, too. Most companies recognize that duty of care. And have policies and training in place to manage negative behaviors or attitudes (such as bullying, harassment, aggression, and discrimination) that threaten that equilibrium.<\/p>\n

But, some toxic workplace dynamics can still thrive undetected\u2014despite your best intentions.<\/p>\n

Known as \u201ccorporate Stockholm syndrome<\/strong>\u201d, there are employees who keep quiet about abuse and exploitation in the workplace. And even defend colleagues\u2019 threatening and harmful behavior. So, what steps can you, as an employer, take to prevent this from happening? Or, identify and address a toxic case of corporate Stockholm syndrome that\u2019s gone undetected.<\/p>\n

Let\u2019s take a look.<\/p>\n

What is the corporate Stockholm syndrome?<\/h2>\n

Understanding what Stockholm syndrome is, why it exists, and how it might manifest itself in the workplace, is the first step to preventing it from becoming \u201ca thing\u201d in your organization. So, before we leap ahead to solutions, first some background.<\/p>\n

Stockholm syndrome isn’t new. But it was formally recognized in the early 1970s after a hostage incident that took place in Stockholm<\/a>. Held captive for a week by a bank robber, the four prisoners, who were threatened and terrorized by their captor, ended up defending him at his trial and even paying for his lawyer. Seemingly irrational on the surface, the feelings of loyalty (even love) experienced by the victims towards their abuser stem from fear, threat, and a gut instinct to survive.<\/p>\n

But how does this translate to the workplace? What toxic behaviors exist and why do employees accept and even welcome abusive behavior at work?<\/p>\n

Well, when it comes to toxic behaviors these could take the form of a damaging drip-feed of \u201csmaller\u201d slights\u2014verbal abuse, belittling comments, and unreasonable demands and tasks. Or, more forceful and overtly threatening conduct, such as excessive control, coercion, oppression, intimidation, bullying, and harassment.<\/p>\n

And there are a number of reasons your employees may hesitate to speak up. Or even defend and form a strong attachment to their abusive colleague.<\/p>\n

Survival is a big factor.<\/strong> For most employees, work fuels their existence. And the fear of job loss, being passed over for promotions and bonuses, or the threat of bad performance reviews all represent tangible threats to an employee\u2019s livelihood that could trigger corporate Stockholm syndrome.<\/p>\n

Then, there\u2019s mental health<\/strong>. Some of your employees may have been in abusive or controlling relationships before, either at work or in their personal lives. Experiencing this trauma again could spark familiar feelings of self-doubt, blame, and worthlessness and result in a pattern of behavior that typifies Stockholm syndrome.<\/p>\n

Feelings of hopelessness<\/strong> are also linked to Stockholm syndrome in the workplace. Often (not always) the abuser is higher up the corporate hierarchy. And this disparity in status can make employees feel powerless and vulnerable. So, rather than challenging and reporting their abuse, they find a way to justify (and live with) it.<\/p>\n

\"Corporate<\/p>\n

Combating corporate Stockholm syndrome: The role of employers<\/h2>\n

Abuse thrives in silence.<\/strong> And when that abuse takes place at a\u00a0workplace, breaking that silence rarely happens unless the right culture\u2019s in place. If an employee believes that their concerns won\u2019t be listened to or taken seriously, they simply won\u2019t talk.<\/p>\n

After all, they risk losing everything\u2014their job, career, health benefits, and financial stability as well as their emotional resilience. Not only that but their abuser has already got them emotionally dependent too. Which is why it\u2019s so important for employers to:<\/p>\n