Related Posts
More Posts
Kindly recommend some self help books!
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Kindly recommend some self help books!
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site

Scan your QR code to download
Fishbowl app on your mobile

Coach
Only have meetings with him when there is a 3rd person in the room. Even if you don’t need someone for a direct task in that meeting. You need witnesses. Yes to walking out as well if he raises his voice.
This alllll day. If he is going to pull these kinds of aggressive stunts, I would not put it past him to make your life hell in other ways. Always record or have a 3rd person in the meeting. Start documenting every single convo- feedback given, response, your response to him, next steps, etc.
Start building a documentation case for dismissal. He is unprofessional at best and dangerous at worst.
Walk out. It’s purely unprofessional and inappropriate. You don’t have to maintain presence in that situation… I would have meetings in conference rooms (not your office) so you can walk out.
Record this loser (assuming that’s legal to do where you work) and get him fired.
Mentor
Yikes. This sounds like a very threatening situation and I have had a few colleagues who forget that they are at work and rattle off profanity, side comments, or behave as though it is acceptable to verbally abuse you in front of others. I always tried to take it in stride and not react but a few times I had to use the “it looks like this meeting is over” or “if you cannot control your temper” as a warning shots, so walking out is not unreasonable if the tone/tempo escalates. You don’t get paid to be verbally avoided or publicly disrespected. Hope this gets quickly addressed.
Mentor
Yeah, true, but in reality, that does not hold up in most workplaces and most men cower when a line is crossed, so as much as I would love to file an HR complaint - you need to fully address what hill you are willing to die on in the workplace.
When someone who works for argues with me repeatedly I fire them for insubordination.
If it’s a colleague or my colleague’s direct, which has happened, I tell my colleague to fire them. And if they don’t, yes, I find a way to not work with them.
“Raising voice” can be subjective. It’s the words, not the volume, that will matter most if he contests the termination.
And yes, I’m comfortable walking out, hanging up on, or ignoring people who get overly emotional at work. Depending on the situation a cool off period sometimes works.
100%
I would not walk out I would send that person home without pay for the rest of the day! YOU manage HIM, not the other way around! But YES workplace violence is NOT tolerable and you should hold your ground. I think a male raising their voice as me on more than one occassion is a pattern of insubordination and starting to cause an intimidating and threatening/unsafe working environment. I would let him know STERNLY the next time it happens that he needs to lower his voice to an appropriate conversation level or he will be sent home immediately WITH a write up when he returns.
If he does not comply you do exactly what you threatened and SEND HIM HOME! If you do not hold firm you are enabling this behavior and teaching him it's ok and he will continue to get away with inappropriate behavior at work. NOt only are you teaching him it's ok to treat YOU this way but he could go on to believe it's ok to treat other women this way, which is NOT OK! Please do your part in correcting this inappropriate behavior before it continues and becomes an ingrained pattern in this person.
Turn the recording on the min you join the meeting. We have a bully (male) at work and had to request the meeting co-ordinators to turn audio recording on for his meetings. It’s been a huge deterrent to bad behaviors