How would you react to a co-worker being mistreated?
Dinah YoungProject Manager / Software Asset Manager| Prince William CountySpringfield, Va, United States
If a colleague of yours was consistently being mistreated by their supervisor and you felt it was unwarranted what would you do?
It could be that their supervisor is saying unfavorable things about them to another person.
Or they may always tell them they do not know what they are talking about in a meeting.
Or they may deny them opportunities to grow in the company.
Provide emotional support to the colleague and be willing to corroborate their concerns to HR (assuming you witness the behavior first hand).
If possible and depending on the culture of the organization and how confident I am in my position, I would confront the behavior directly with the supervisor (e.g."That isn't appropriate in this setting - perhaps you'd like to discuss this 1:1?").
Like they say - if you see something, say something.
Well I would assist them to be able to confront the supervisor in the first instance, to try and get down the real issue, but also to express their feelings on the matter. Like Kiron said that's what I would do, however this is not always an option for some people, either through company cultural dynamics, or the conflict resolution style of the individual. Failing that, it needs to be escalated. Saving Changes...
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Sante and Kiron mentioned some options that I would do too. Saving Changes...
Lenka PincotChief of Staff to the CEO| Project Management InstituteParis, France
Is there any process in the company to report suspected mistreat that you are describing? Something that would trigger investigation of the whole matter? What you are describing sounds like bullying to me and it’s absolutely not right. That person may trigger such process if he’s not confident that direct communication with his supervisor or HR would help. Otherwise trying to resolve things directly is the best option in my eyes but I understand that people may be afraid of doing so.
But on the contrary I was once in a situation when I was constantly being put down by a colleague from different department, he was so tough and aggressive I did not know what to do. At the end I talked to him directly and told him to stop. It worked instantly. Saving Changes...
As Lenka points out, this does seem to be an example of workplace bullying.
But I wouldn't put too much stock in the HR department in fixing this.
If it were unfavourable things said behind their backs: I would have a word with the colleague being bullied and let them know that I will be there to support them.
If it were "you don't know what you're talking about", then I would step in - crack a joke like, "does any one of us really know what we are talking about?" and then steer the conversation back to the agenda of the meeting.
For denying them opportunities to grow - I would not interfere. I don't know the whole story there. Is the colleague really capable of growing? Has the colleague reached their limit of the Peter Principle? Is it actually the case that the colleague is being denied an opportunity? I don't have enough information to make an informed decision, there. Saving Changes...
I do not believe that HR will sort the problem... HR will talk the talk as usual. Saving Changes...
Dinah YoungProject Manager / Software Asset Manager| Prince William CountySpringfield, Va, United States
This was a general question but it has happened to me.
My previous manager was very passive aggressive of her "attacks" on me. And she did the same to select others. The reasons behind this was more her insecurities and fears. Her two main targets have since moved off her team, much to her displeasure.
She has new targets now. I do my best to support them. I advise them on how to handle her in certain situations. I told them if they need me, I will help.
And you are right that HR will do nothing. Saving Changes...
Meade RubensteinPM III| IT Project GuideSparta, Nj, United States
We all have the right to work in a healthy environment, however, that might take us moving to another department or company. Unless the mistreatment is to the extreme, there is little the company will do about it (to the extreme, I mean actionable in court). There is no easy way to determine the dynamics of interpersonal relationships prior to them being established. Saving Changes...
Lenka PincotChief of Staff to the CEO| Project Management InstituteParis, France
Why should the person who is mistreated leave the company? Or walk around and trying to figure it out? I know, ok, people need to keep their jobs, HR does not provide a support, people feel being alone in the situation. So then probably it’s better to work somewhere else. But in general I really disagree to let things just happen. If we don’t fight against that it will happen to someone else. Good companies have processes for this.
I’ve been working for 15 years in various types of companies and I could say there are so many bad things that happened to me. But I keep fighting. For instance I took over place of my boss who was abusive and not qualified for his job. He was yelling at me over a work discussion, he tried to silence me when I was pointing out risks. He banned me from talking to management. It took some time but he was terminated. When I was younger I did not have my confidence. But now I don’t let things happen just because I don’t see immediate support. I build the support. Saving Changes...
Community Champion
