Unmasking Gaslighting: How to Foster Authenticity in the Workplace

When the term gaslighting is brought up, it is typically within the confines of personal relationships. However, gaslighting can happen in the workplace as well. This psychological manipulation tactic can undermine trust, distort reality, and erode the very foundation of effective leadership. Equipping yourself with the tools to recognize and combat gaslighting is the first step to cultivating a healthy, authentic environment for yourself and your team members.  

What Is Gaslighting? 

At its core, gaslighting is a form of emotional abuse in which a person seeks to make someone else question their recollection of events and even their sanity. The goal of gaslighting is to grind away at the victim’s confidence, making them question not only their decisions and actions but also their entire reality. In the workplace, it can have devastating consequences that can impact your team’s morale, inhibit growth, stifle creativity, and create rifts between employees.  

Shedding Light on the Deception 

A recent poll found that approximately 58 percent of people believe they have experienced gaslighting at work. About 30 percent reported that they had not experienced gaslighting, and 12 percent of respondents were unsure. Since gaslighting is a relatively new term, many people are not yet familiar with what it is or how to recognize it.  

How to Spot a Case of Gaslighting 

1. Promote Self-Awareness: As your team’s leader, it is your responsibility to develop a strong sense of self-awareness and to encourage your employees to do the same.  
2. Cultivate Open Communication: Your employees should be encouraged to communicate openly and honestly with you and amongst themselves. The workplace environment should be a safe place for everyone to express their concerns and thoughts.  
3. Learn to Rely on Instincts: Effective leaders always trust their gut. If you feel like something is off, it most likely is. 
4. Keep Track of Interactions: Any conversations and interactions with employees should be documented. Not only will this provide a more objective reference point, but it will also make it easier to pinpoint when the gaslighting started.  
5. Encourage Collaboration: When leaders and team members work together to make important decisions, it is harder for one person to manipulate another.  

How to Stop Gaslighting  Acknowledgment: If a situation involving gaslighting is brought to your attention, the most important thing you can do as a leader is acknowledge it.  

1. Rules: A great way to discourage gaslighting before it even starts is to introduce a policy that informs employees of what gaslighting is and how to spot it. Doing this will let everyone know that manipulation in the workplace will not be tolerated.  
2. Listen: When an employee comes to you with concerns regarding gaslighting, listen to them. Always keep their confidence and encourage them to take notes of the gaslighting so that there is a paper trail.  
3. Confrontation: Once enough evidence has been presented, you should then confront the person doing the gaslighting. Ensure that your tone is positive and uplifting instead of aggressive. Your goal is to get them to see and understand the benefits of having good, professional relationships with their co-workers.  

Navigating the Mental Maze 

In the pursuit of leadership excellence, it is crucial to rip out the root of gaslighting before it gets too deep. Ask yourself these questions: 

Have you ever been made to feel unsure about your decisions? 

How can you further promote open communication within the workplace? 

What steps can you and your team take to enhance self-awareness? 

By cultivating authenticity and mutual respect among your team, you can easily foster a work environment that is healthy, creative, and innovative. Connect with us to learn more about creating a brighter, more empowered landscape of leaders.