Gaslighting Exposed —The New Corporate Power Play.

Forbes

07-05-2025

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Imagine you leave a meeting feeling completely confused because your boss denies ever approving a plan they told you to execute. Or being called 'too sensitive' for bringing up legitimate concerns. If these scenarios make you question your sanity, you are likely experiencing workplace gaslighting . This toxic power play of manipulation is more common than you think - and it is time we call it out.
Workplace gaslighting is a form of psychological abuse that makes you doubt your reality. The American Psychological Association defines 'gaslit' as 'to manipulate another person into doubting his or her perceptions, experiences, or understanding of events.' In practice, this involves a manipulative process where one individual seeks to dominate another by persistently reframing events and denying facts. Over time, this leads the targeted person to question their own memory and judgment, a tactic commonly associated with gaslighting. Eventually, the gaslighter's narrative overwhelms the truth, eroding the target's confidence.
Some real-world examples of gaslighting at work include a supervisor dismissing your perfectly reasonable complaint by saying you're 'overreacting' or labelling you 'hypersensitive' for reporting a coworker's inappropriate remarks. All of a sudden, you feel like you're the problem. Or perhaps a manager may 'forget' to invite you to an important meeting and later insist, 'I sent you the memo last week – you must be getting forgetful.' You frantically search your inbox, anxiety mounting, only to realize the invitation was never sent.
At the end of the day, the common thread is that your feelings and recollections are invalidated, leaving you second-guessing everything. If you can relate to these mind games, then you are likely experiencing gaslighting. How To Crush The Gaslighter
Much like the workplace narcissist, dealing with gaslighters is often emotionally draining - but you can take back control by practicing evidence-based strategies.
Here's how to respond when you suspect you're being gaslighted at work:
Document Everything: Start a paper trail. Record key conversations and note the date, time, and who was present. Save emails and summarize meetings. It's easier to confirm your suspicion when the evidence is right in front of you, and it will also help remind you that it's them, not you. Having clear facts to refer to makes it harder for a gaslighter to rewrite history or create alternative facts.
Trust Your Gut: Gaslighting works by making you doubt yourself. Resist that trap. To do this, trust your gut. Believe your inner voice—if something feels off or a colleague's story isn't adding up, honour the feeling. Don't let repeated lies override what you know to be true - take back the power.
Seek Support and Perspective: Don't isolate yourself. Talk to a trusted coworker, mentor, or friend about what's happening. Gaslighters are incredibly skilled at making you feel alone and crazy, so getting an outside perspective is crucial. A colleague can reassure you that you're not 'imagining things' – the behavior is real and unacceptable. Sometimes, just hearing, 'I see it too; it's not you,' will strengthen your resolve. If the gaslighting is severe, consider speaking with a therapist or counsellor for professional guidance.
Set Boundaries: You have a right to be treated with respect at work. Do your best to limit direct interactions with the gaslighter and clarify what you will not tolerate. For example, you might say, 'I'm only willing to continue this discussion if we stick to the facts,' and if the person starts distorting the truth or attacking you, politely end the conversation. By staying calm and factual, you deny the gaslighter the emotional reaction they seek and keep the focus on reality. Standing firm in your boundaries protects your mental well-being.
Engage Higher-Ups If Needed: Gaslighting thrives in silence. If a coworker or manager is gaslighting you and it's impacting your work, consider reporting the behavior to HR or upper management. Present your documented evidence calmly and clearly. Focus on the impact on the work and team, not just personal grievances. In a healthy and psychologically safe workplace , leadership should take psychological manipulation seriously. Time To Stop The Crazy
It's time to take the toxic coworker out at the knees. No one should consistently question their reality at work. Yet gaslighting often flies under the radar, sometimes even perpetuated by toxic company cultures. Research shows that in workplaces where gaslighting and other forms of bullying persist, employees grow fearful of speaking up.
Silence is powerful - so take back the power by using your voice. Don't let abusive managers and coworkers go unchallenged. If you see something - say something - and it's on leaders and organizations to break this cycle. Organizations must foster a culture of trust and accountability, where concerns are heard objectively rather than dismissed with 'you're overreacting.' Leaders should be trained to give feedback without veering into manipulation, and employee reports of bullying or gaslighting must be addressed transparently.
On an individual level, employees can support each other by calling out manipulation when they see it and empowering victims to stand in their truth. Gaslighting is a power play, so taking power back starts with asserting that we will not doubt ourselves and won't be silenced.
By exposing these workplace mind games, we can promote a more honest, respectful environment. Ultimately, we need to create a workplace where everyone can trust their voice and memory - it's healthier for employees and leads to more innovation, collaboration, and success. It's time to extinguish gaslighting and ensure that clarity and respect carry the day.