Estimated reading time: 5 minutes
Today’s reader note is one that some people might identify with – working in a toxic environment. A toxic work environment is a phrase used to describe an organization that’s filled with significant personal conflicts that can impact a person’s wellbeing. The note is kinda long, but worth the time to read. Oh, and a quick FYI – I did a little editing to remove any identifying info.
Hi Sharlyn, I’m hoping you can tell me if there are resources that can guide me through a sticky situation at work.
I work with a manipulative co-worker, who is my primary partner, so it’s impossible not to deal with them. They play favorites, tell different people different things about the same situation, exclude people from meetings / communications, bully, are disingenuous, and will say one thing to your face and then do the exact opposite and they bad-mouth people behind their backs. It is our politics. The behavior is so bad it has driven at least one person off our team and, for the first time at this company ever, I have had to raise ethics concerns due to borderline behavior with our clients. Everyone seems to be aware of the situation and the issues with this person. They have a bad reputation, have had run-ins with multiple other co-workers and I have been warned by people I trust that I ‘should watch my back’.
To make matters worse, their manager seems to be in denial of the situation or just doesn’t care. I raised an issue where an older employee was being told negative things about their age and the manager replied ‘I don’t see the issue, I’ve heard way worse’ – even though this is a clear violation of the company code of conduct. Another co-worker raised an issue of misleading emails – and they had the messages and documentation from others on what the truth was and, again, their manager just said they ‘didn’t see an issue’ and thought it was all interpersonal. My manager, for their part, is conflict avoidant. I have told them and shared my documentation, and they refuse to act without a ‘smoking gun’. Since this is passive aggressive and manipulative behavior, there is no ‘smoking gun’. This person doesn’t swear, or attack openly and it seems they’re only willing to act if something comes up that is so atrocious it can’t be denied. There is a lack of accountability and, even when rules are set down, there is no enforcement when they are broken.
This has been going on for almost a year now and I have never faced an issue that seems as intractable as this. I have started engaging HR, but their processes take months. I have successfully navigated serious disagreements between individuals and even entire teams before in much less time than this is taking. I have started looking for other roles internally and externally as I think this group may just be so systematically dysfunctional that there is little hope for a solution in the short term.
Is there anyone who advises on situations like this? Maybe I just lack the tools to address this? Maybe it’s best to remove myself from a department other people have told me is ‘toxic’? Any advice you can give is greatly appreciated.
Obviously, there are parts of this story that we can’t address because we don’t have the ability to ask questions and investigate. But we have talked about similar situations on HR Bartender so I want to share some resources that could be helpful.
Employee Conflicts and Misunderstandings Still Need an Investigation
I’ve said it before and I’ll say it again – in today’s work environments, we will not be friends with everyone. But that doesn’t mean employees should treat each other with disrespectful or harassing language. When incidents happen, organizations can’t dismiss them. They always need to be investigated fully.
This reader mentioned going to HR. There can be consequences when HR doesn’t listen to employees and / or properly investigate issues.
What You Can Do When HR Doesn’t Listen
One thing is certain, employees need to feel that they can go to HR. They might not like what HR says, but they have to be comfortable speaking with someone in the department.
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, it’s just not the right thing to do.
Sadly, it’s possible that the organization will continue to sidestep the situation. We don’t know. That being said, employees do have options.
Quitting: How much Frustration Can You Deal With
Employees should try to share their concerns with management and trying to figure out a way to make things work before thinking about quitting. As an 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.
Employees: When Should You Lawyer Up
Depending on the situation, there could be times in your employment when you might want to seek legal guidance or contact a government agency. Attorney Donna Ballman and legal consultant Robert Teachout, SHRM-SCP share their experience.
Unfortunately, in these types of situations, there’s not a “one size fits all” approach. It’s one of the reasons we’re not able to offer a clear answer on how to handle exactly what’s happening here. But employee conflicts do need to be investigated and ultimately, employees need to decide if they’re willing and able to do their best work given the situation they’re in.
Image captured by Sharlyn Lauby while exploring the Wynwood Art District in Miami, FL
The post Dealing With a Toxic Work Environment – Ask #HR Bartender appeared first on hr bartender.
