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7 Best Ways To Deal With Online Bullies

7 Best Ways To Deal With Online Bullies

We live in a time where a huge part of our daily interactions with people lies online, in a virtual world where speed of communication is key, and entertainment value is significant, if not vital. The Internet has enabled us to cross time and space barriers, allowing instant access, responses to and sharing of information. Everyone is no longer mere consumers of information, but also producers.

This overall ease of instant communication, though powerful, is very often abused by people who lack good intentions–people who are careless, mindless, insensitive, unhappy with themselves, culturally unaware, bigoted, self-centered, biased, or simply mean-spirited.

How should we deal with the online bullies who leave nasty comments on our Facebook posts, our Tweets, our WordPress, our Tumblr, our YouTube videos, our Instagram photos, and wherever? How do we deal with these strangers? What about those who are our acquaintances, or “frenemies”? How do you stop the constant chain of discouraging notes and the on-and-off harassment.

Here’s the complete guide to chasing those sources of negative energy away from your online social life.

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1. Send them a private message

Confront the bullies. Tell them that you know what they are doing. Tell them that what they are doing is wrong. Don’t be afraid to communicate with them. They might even be shocked that you dare to speak up. By sending them a personal message, you make yourself appear to them as an actual person who can be hurt and feel pain, and less of virtual person whom they think might not even exist.

But do not send a hateful message of vulgarities, slurs and insults. You can’t fight hate with hate. Don’t be defensive and insecure about the whole thing. You don’t want to add on any more negative energy and make the whole matter worse. Be nice. Be the bigger person. That’s what that differentiates you from someone mean and hateful.

2. Expose them

Bullies often think that they can simply hide behind their computer screens while they go about spreading hate online. If you know who they are, you have the choice to tear off their veil of anonymity. Let them and their evil deeds come to light. Don’t let them get away for free. Let people know who they are. Warn others about them. By helping yourself, you also help others from getting hurt.

3. Own the names they gave you

Don’t let the labels the bullies put on you terrorize you. Own the ‘name’ by saying, “Hey, you can call me a xxxxx all you want but that won’t make you any better a person, or me, any worse.” The truth is, there is no point in telling the bullies to stop calling you what they call you. Because the more you dislike the ‘name’ or the ‘label,’ the more they will use it against you.

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So don’t be afraid to speak using the very terms that the bullies use on you. By not avoiding the use of those terms yourself, you show the bullies that you do not feel fear or sadness at the mere sight of those words. You own the names when you truly overcome the power they have over your happiness. Don’t let the words of the bullies make you doubt yourself, or hate yourself. Don’t let the names have power over you and your emotions.

4. Be open about it

Don’t allow yourself to be a victim silenced by fear. Don’t tell yourself that you are not affected when in reality you feel wounded and trapped. Don’t ignore the facts and what had happened. Because if you do–if you keep mum about it and act like you’re fine with everything–the bullies might really believe that you are alright, and that they are not hurting you that much. In this case, they might become even more aggressive with their taunting.

Be bold. You don’t have to be afraid if you have nothing to hide. Being a victim of online bullying is not something to be ashamed of. If you turn things around and make it something you are unafraid to be open and honest about, you will emerge as victorious. You win by being open about it.

This is how we fight bullying–by talking about it, sharing about it, and helping each other brave through it. While the bullies will always be there as bullies, every bullied person will come out of the battlefield as a stronger and wiser being.

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5. Tell your friends and family

We all need some love and support in the times of personal crisis. Just because you try to seek help and comfort in someone other than yourself doesn’t mean that you are weak–it just means that you are human. We are all social beings who need to talk to each other about our day and our feelings. It’s not healthy for anyone to keep everything in. At some point, you will have to let it out to feel better.

Nobody wants to be bullied, criticized or humiliated. It is not a nice feeling to be disliked by other people. At this point, instead of throwing yourself a pity-party and wallowing in your own self-sympathy, you should talk to your friends and family. You will be surprised by the amount of love and support you’ll get. Don’t be ashamed of yourself. And stop thinking that people will be ashamed of you.

It is necessary that you have your friends and family as your allies. Often, true friends will not only stand with their friend who is bullied, they will help to fight back as well. Let your friends and family speak up for you. This is not just your battle–it’s the battle of everyone who loves you. Friends and family are the perfect reminder that you are not alone and that you are loved.

6. Report/block them online

As the saying goes, “Out of sight, out of mind.” If you need to report or block the people who are harassing you, do so right now. Reporting or blocking people online doesn’t mean that you are “afraid of them,” or that you are “unable to handle them.” That would be the same as saying, I don’t wear a seatbelt while driving because I think I can handle the roads and I’m not afraid of accidents. But accidents do happen. Even if you don’t bump into people, some might just come crashing into you. It’s better to be safe than sorry.

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Look through your privacy settings and make the necessary changes to better protect your private information and content. Social media sites, like Facebook or Twitter, are not responsible for your protection. You are the one responsible for your own protection.

7. Ignore them

If it’s just a single hate comment or a small thing (not regular insults and spam), you should just ignore them. Let the haters do their thing. When no response is given to them, they will simply move on to other things and other people. Don’t always see the need to correct people, because most of the time they won’t care what you say. They won’t try to understand. Your explanation means nothing to them. Don’t become mean or aggravated because of them. If you choose to fight fire with fire, the whole situation is only going to drag on longer.

Remember: Be kind and forgiving. Don’t sink to their level.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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