Gaslighting at work: when manipulation undermines the trust of your teams

“You're exaggerating.” “You are too sensitive.” “You're getting ideas.” “I never said that.” “You misunderstood.” These sentences, which seem trivial in appearance, can however be the sign of a insidious manipulation : the Gaslighting or Gas-lighting. In business, this toxic phenomenon undermines the trust of employees, pushes them into permanent doubt and ends up impacting collective performance.

How do you recognize these behaviors? What signals should alert HR and managers? And above all, how protect your teams to prevent a toxic climate from setting in ? Let's decipher gaslighting at work and set the course for concrete keys to identify it and act effectively.

Gaslighting in business: what or rather, who are we talking about?

Gaslighting is not just a misunderstanding or poor communication.

🧠 Definition: Gaslighting is a form of psychological manipulation, conscious or unconscious, aimed at making a person doubt their own perception, until they question their memory, their judgment, and even their reality.

Contrary to popular belief, there is no single profile. Gaslighting can come from several actors within the company:

• A toxic manager who minimizes the feelings of his team:

“I never told you that, you're making it up.”

• A manipulative colleague who rewrites history to get away with it:

“But yes, we agreed on that, you forget all the time!”

• A leader who imposes an alternative reality to avoid questioning:

“Everyone thinks it's a good idea except you... Are you sure you're not the problem?”

What do these profiles have in common? One unbalanced power ratio, one The will to control And a invalidation strategy systematic.

Why is it so dangerous in business?

An employee who experiences gaslighting can quickly lose confidence in himself., to withdraw into himself and end up doubting his own skills. Result?

• One motivation in free fall;
• A climate of distrust that sets in;
• An increased risk of departure.

💡 The main thing to remember: Gaslighting is not only a matter of individual psychology, it is a real organizational problem that can weaken an entire team.

Warning signs for HR: how to identify gaslighting?

Gaslighting in business is insidious, it does not always manifest itself in an obvious way, and the victims themselves can not realizing it immediately of what they are going through. For HR, detecting these behaviors is essential in order to prevent a toxic climate from developing.

The signs in the victims

An employee who experiences gaslighting often adopts revealing behaviors, even without verbalizing their discomfort. Some of the most common signals are:

• Recurring doubts about one's own memory or perception : “Sorry, I think I misunderstood...” is becoming a frequent phrase.
• Hesitation to express yourself in a meeting or one-to-one: He/she always tries to justify himself or ask for confirmation before speaking.
• Decrease inSelf-esteem and self-censorship: The employee devalues himself, thinking that he is “too sensitive” or “not competent enough”.
• Stress and increased anxiety: He may develop signs of chronic stress: sleep disorders, fatigue, irritability.
• Progressive isolation: He avoids some colleagues or loses confidence in the team, turning inward.

🚩 RED flag for HR: If a hitherto committed employee starts to lose confidence, to be silent in meetings, or to express constant doubts about their work, they may be under the influence of a gaslighter.

The alarming behaviors of “gaslighters”

Gaslighting is based on subtle but repeated manipulation techniques which we share with you some characteristic attitudes to watch out for:

• Denial of the facts : “I never said that, you're making it up.” → The individual is constantly rewriting the story to destabilize the victim.
• Minimizing feelings : “You're always overreacting.” → It invalidates emotions and discredits the person.
• Constant lies and contradictions : It alternates between flattery and criticism to maintain confusion and control.
• Subtle sidelining : He ignores, ridicules, or avoids the contributions of his target audience in public.
• Sabotaging the perception of reality : It makes the victim question their memory, by playing on details or manipulating facts.

💡 The key thing to remember: Gaslighting is not based on a single incident, but on an accumulation of behaviors aimed at sowing doubt and gaining power.

The impact on the company: beyond the individual, an organizational risk

Decreased performance and well-being at work

When an employee constantly doubts himself, his efficiency suffers:

• Decision-making slowed : He hesitates and is afraid of making a mistake.
• Fewer initiatives and innovation : He prefers not to take risks to avoid being criticized.
• Increased stress and fatigue : Constant anxiety decreases motivation and energy at work.

🔎 What does that mean in numbers? According to a study byANACT, companies where the work climate is perceived as toxic record up to 30% more absenteeism and a turnover rate twice as high.

A climate of distrust is taking hold

Gaslighting creates an environment where trust is eroded:

• Employees no longer dare to express themselves for fear of being ridiculed or contradicted.
• THEteam spirit is deteriorating, as colleagues no longer know who to trust.
• Internal tensions and conflicts are increasing, weakening global cohesion.

In this context, the employer brand is suffering: a bad internal reputation can quickly spread externally and complicate the recruitment of new talent.

Increased turnover and HR risks

• Cascading resignations : The most impacted talents end up leaving, taking their skills and expertise with them.
• Legal risks : A toxic climate can lead to complaints of moral harassment, exposing the company to litigation and damage to its image.
• Financial cost : Replacing an employee costs between 6 and 9 months' salary in recruitment and training.

💡 The main thing to remember : Ignoring gaslighting in business is letting a rift in the corporate culture, with serious consequences on productivity, attractiveness and talent retention. HR has a key role to play in breaking this dynamic before it gets out of hand.

Acting as HR: prevention and concrete solutions against gaslighting

Detecting gaslighting is good. Preventing and ending it is even better. HR departments have a key role to play in creating a healthy work environment and protecting their teams. Focus on a three-step approach to act effectively.

1. Detecting and listening: creating a climate of trust

Gaslighting thrives in silence and isolation. To counter it, victims must dare to speak up and feel listened to.

• Training managers and collaborators to identify these toxic behaviors.
• Set up secure alert channels (dedicated email box, trusted referrals, HR hotline, anonymous reporting system).
• Create a feedback culture where employees can express their feelings without fear of repercussions.

2. Act in the face of a proven situation

When a case of gaslighting is identified, a quick and well-structured reaction is essential to prevent the situation from getting worse.

• Conduct an internal investigation by collecting several testimonies and concrete facts.
• Establish a clear procedure in case of toxic behavior (reminders, warnings, sanctions if necessary).
• Offer support to victims through psychological support or professional coaching.

3. Preventing in the long term: building a healthy corporate culture

The best way to fight gaslighting is to prevent it from happening. To do this, the company must promote transparent and caring managerial practices.

• Train managers in assertive communication techniques and active listening.
• Set up satisfaction surveys anonymous to assess the social climate.
• Encourage mentoring and executive coaching to develop positive leadership.

The vigilance of HR teams is essential: from the first signals, it is crucial toEstablishing a safe listening space And of put in place concrete actions to protect the employees concerned.

Faced with the risks associated with Gaslighting And to toxic work environments, it is essential to act quickly and effectively. Qualisocial supports companies in the implementation of concrete solutions for prevent psychosocial risks and Ensuring a healthy work climate. Thanks to its expertise, Qualisocial offers listening and support systems, training to raise awareness among managers and employees, as well as interventions adapted to the specific needs of each organization.