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No one wants to work in a toxic, hostile place. No one. According to an article in Fast Company, toxic workplace cultures have driven 20% of U.S. employees out of their jobs in the past five years – to a turnover cost greater than $223 billion. But I will admit that sometimes people don’t know what to do when they’re in one. That’s the focus of today’s reader note. (Full disclosure: I did edit this note to remove any identifying information.)
Hello. I’m trying to get my message out about a hostile work environment at my company. This behavior must stop. Threats and intimidation at director level – unpaid overtime – people who speak up being laid off. Managers yelling and throwing things, employees intimidated into not using sick time. Any advice on who I can get my story too? Even when this was going on, the HR director kept saying they were too busy to meet with me.
Most of this can be confirmed by other employees, was admitted to by supervisors, and can be proven with company documentation if they were to get investigated or allow an investigation.
Obviously, concerns like these need to be taken seriously. And an investigation should be done to determine if these reports can be substantiated. That’s the purpose of an investigation. So, I can’t really comment on the specifics of this situation. But what I can do is share some articles that focus on these types of situations and a few options that employees can consider.
Reporting Workplace Bullying to HR
Retaliation claims are more than a legal risk. Yes, it’s true – retaliation can cost companies thousands of dollars. But they can also ruin company culture. And when your culture is one of distrust, well…you know…
HR Failed to Investigate an Incident
Employees need to feel they can report concerns to the organization. AND that the organization will properly investigate the situation. Not only is there a liability in ignoring an employee’s complaint, but it’s also just not the right thing to do.
Employees: When Should You Lawyer Up
I honestly believe that no one wants to escalate issues to lawyers and government agencies, but unfortunately, sometimes it must be done. The answer isn’t seeking free legal advice. It’s getting educated on the right times to use these options.
Quitting: How Much Frustration Can You Deal With
I want to commend employees for sharing their concerns with management and trying to figure out a way to make things work before thinking about quitting. As a HR pro, that’s what we hope happens. Employees give us feedback to make the workplace better. But I also know that when employees bring feedback, the organization must be prepared to do something with it. And if they don’t, then employees will make their own decisions.
Honestly, I shouldn’t have to say this, but I will anyway. Employees who have concerns should be able to address them with the organization. HR departments should be willing to listen to concerns and investigate them. And companies need to be prepared to deal with hostile behavior. Not addressing problems doesn’t make them go away. In fact it’s likely that the only things that will go away are employees.
Image captured by Sharlyn Lauby while exploring the streets of Orlando, FL
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