Recognizing and Countering Gaslighting in the Workplace

Imagine you’re in a meeting, presenting an idea you know is well-researched and valuable. Your colleague or boss dismisses your input, subtly suggesting you misunderstood or don’t know enough. Days later, they use your idea, presenting it as their own. When you bring this up, they deny ever hearing it from you, making you doubt your memory. This is a classic case of gaslighting—a form of manipulation that’s not just a personal issue but one that occurs in professional settings as well.

Gaslighting is a term rooted in psychology, named after the 1944 film Gaslight, where a husband manipulates his wife into questioning her sanity. In the workplace, gaslighting is more subtle but equally damaging. It often involves undermining an employee’s confidence by twisting facts or denying things were ever said. It leads to self-doubt and confusion, making the victim feel powerless.

Let’s look at a real-world scenario. A project manager works tirelessly to deliver a crucial campaign. The boss, however, continuously dismisses concerns, saying, “You’re overreacting,” or “You’re remembering things wrong.” When the campaign doesn’t hit the mark, the manager is blamed entirely, leaving them questioning their competence.

But what can we do about this? First, recognize the signs: constant denial of facts, downplaying your contributions, or making you feel irrational. Once aware, document everything—emails, messages, and meetings. This creates a paper trail that holds manipulators accountable.

Companies also need to foster open communication and create environments where employees feel safe discussing issues without fear of retaliation. Having solid HR policies that encourage employees to speak up against toxic behaviors, like gaslighting, can significantly reduce its occurrence.

On an individual level, stay grounded. Seek external validation from trusted colleagues or mentors. If a situation feels off, trust your gut, and don’t let the manipulator erode your confidence.

In the end, gaslighting is about control. By recognizing and countering it, both employees and businesses can create healthier, more supportive environments where everyone thrives.