Written by Susana Pontiggia (Psychologist, Specialist in Neuroscience and Human Behavioral Sciences, Consultant in Personal and Organizational Development)
Understanding Workplace Mistreatment and Microaggressions
Workplace mistreatment is a silent yet destructive issue that affects many organizations. This problem does not always involve overt hostility or explicit aggression; more often, it takes the form of subtle actions known as microaggressions. These microaggressions can include frequent interruptions in meetings, exclusion from important conversations, dismissing certain employees’ ideas, or using a sarcastic and condescending tone.
Although these behaviors may not always be recognized as abusive, their cumulative impact can be profound, gradually eroding the emotional well-being and motivation of employees. This in turn affects both individual performance and the overall organizational dynamic.
Microaggressions can include frequent interruptions in meetings, exclusion from important conversations, dismissing certain employees’ ideas, or using a sarcastic and condescending tone.
The Emotional and Physical Toll of Workplace Microaggressions
In the workplace, rejection, disregard, or contempt can lead to emotional distress and suffering. These negative experiences trigger the release of cortisol, the body’s stress hormone. While the cortisol response is adaptive in the short term, preparing the body to face challenges, prolonged exposure to high cortisol levels can have harmful effects. The body enters a constant state of alert, which interferes with sleep, weakens the immune system, and disrupts emotional balance.
When someone is publicly ridiculed, dismissed, or reprimanded in front of colleagues, they develop a fear of future occurrences. This fear creates a heightened sense of vigilance and prompts efforts to avoid situations that could leave them vulnerable again. As a result, they may engage in self-censorship, becoming overly cautious about their behavior, suppressing their opinions, and limiting spontaneous participation in discussions. This need for self-protection diminishes their ability to act creatively and authentically, impacting both their performance and self-confidence.
The cycle of self-censorship not only harms personal well-being but also weakens team dynamics, as the group loses out on valuable ideas and the natural flow of contributions in an environment where employees feel unsafe to express their thoughts without fear of judgment or public rejection.
The need for self-protection diminishes their ability to act creatively and authentically, impacting both their performance and self-confidence.
The Broader Impact of Workplace Mistreatment
Employees exposed to these conditions often experience symptoms such as overwhelm, difficulty concentrating, physical pain, and a tendency to engage in avoidance or isolation behaviors. The fear of rejection or public exposure exacerbates these responses because all individuals have a fundamental need to feel valued and accepted in social environments. A lack of recognition, combined with mistreatment, not only affects physical and emotional health but also fosters a sense of worthlessness or lack of belonging.
On an organizational level, these toxic dynamics can lead to decreased productivity, increased absenteeism, and higher employee turnover rates, all of which raise operational costs. Teams subjected to mistreatment often develop toxic communication patterns, making collaboration difficult and fostering a climate of distrust.
Only through a genuine commitment to holistic well-being can organizations build healthy, sustainable work environments that support both individual and collective growth.
How to Address and Prevent Workplace Microaggressions
Implementing emotional intelligence training and promoting positive leadership can be powerful tools to counteract the effects of workplace mistreatment. Developing skills in effective communication, conflict resolution, and creating safe spaces for honest feedback are essential steps in preventing mistreatment and microaggressions. Additionally, fostering a culture of recognition and inclusion strengthens team engagement. Feeling valued activates internal motivational mechanisms that enhance performance and contribute to overall organizational success.
A Scientific Approach to Well-Being and Organizational Success
From a scientific perspective, it is important to continue exploring the connections between mental health, workplace stress, and organizational performance. Only through a genuine commitment to holistic well-being can organizations build healthy, sustainable work environments that support both individual and collective growth.
