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“I want a Gucci sweater.”
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“ I’m doing just enough to not get fired.”
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“I want a Gucci sweater.”
😑
“ I’m doing just enough to not get fired.”
If I understand correctly, a coworker complained to HR about your GM. In the complaint, your coworker included a video of the GM and an email the GM sent, both showing his inappropriate behavior. Since then, there is no direct communication from the GM. Is that right?
It’s impossible for us to say what’s happening, but yes, it sounds likely that HR is investigating and has instructed the GM not to directly communicate with the team. Since the issues were related to his communication with the team, if the examples they received were bad enough it makes sense as an interim measure to protect the team and that person who submitted the complaint.
HR complaints will have different outcomes depending on the nature and severity of the complaint and the degree of evidence supporting it. Has anyone ever complained about him to HR before?
This is definitely not the first time he has done this in a meeting. There are several recorded meetings of him speaking badly about his employees to other employees. I am not sure if there has been a complaint before, but he fired someone two months ago for going up the chain to his VP to complain. I assume that could be retaliation? Also the same employee who submitted this complaint was written up a week later by HR stating they received a complain that this person was being “insubordinate and using aggressive language in meetings. (I was in this meeting.” The person was merely sharing their opinion and why they disagreed with something). Feels very tit for tat to me and blatant retaliation. Our handbook states that we are supposed to have a safe environment free from the fear of retaliation to express our opinions and concerns. This environment is hostile and definitely not safe. I will say the meeting recording and email submitted were pretty bad. I think there were some additional videos sent to them of similar things happening.
Sounds like you work for a garbage company. Maybe it’s time you consider your options.
I had limited characters for the post, but wanted to mention this is not the first time he has done something like this in a meeting. He is very aggressive and creates a hostile work environment. I’ve just never had a boss go radio silent after an HR complaint is submitted. Is it possible that he is being punished for his actions?!
First, I'm sorry that you and your co-workers must ensure this.
It would be lovely if HR came down in him, but silence is a favorite weapon of narcissists.
Silence can be powerful and hurtful -- that's why narcissists like it.
To my mind, embracing the silence seems like the best plan. As much as possible, engage in communications only via working. While the written word can be interpreted differently, at least you have concrete communications to review (and share, if necessary)
Sounds like you should leave a review on Glassdoor, if your company isn't helping.
I was terminated for recording my bullying FM, i violated RISE values and electronic device policy.
I was gonna say, be careful with recording. That can backfire.
It sounds to me like he is currently under investigation, and they may have even decided they’re going to process him out. That usually can’t happen overnight. This doesn’t sound like passive-aggressive behavior on his part. Based on what you’ve written, it sounds like he’s got an HR muzzle on until this can be dealt with.
The behavior sounds egregious. Managers can still get away with being jerks, but if consensus is that they’re being insulting and abusive and shutting down feedback, usually companies will take action, especially if he isn’t a top performer. They don’t want the attrition.
I will say that recording a colleague or manager is risky. Even if it doesn’t violate state law, HR can usually use it as an excuse to get rid of the person reporting it. If I ever did this, I’d submit it anonymously.
Let your colleague that complained know that they should start documenting everything. Start a claim with EEOC as well. They don't tolerate retaliation amongst other things.