TheCareerGrid

ASK HYRO:

Question from reader:

My boss is a nightmare! Not good at their job, they are a bully towards most of the team and clearly show favouritism to others. On top of this, they are a poor performer. Can I go and speak to HR about it? What will happen? What should I do?

It sounds like you’re dealing with a really challenging situation, and it’s important to approach it thoughtfully. When emotions are heightened it can escalate issues unnecessarily. We need to be patient with these challenges to try to come to the best outcomes, or close to.

When trying to resolve issues in the workplace, there are a variety of avenues you can take. Each scenario is different, but there will be clear processes (or should be!) on how to get through them. 

Here’s a breakdown of steps you might consider:

1. Take a Breath: It’s easy to feel overwhelmed. Pause to gather your thoughts. This can help you approach this more clearly.
2. Review Company Policies: Familiarise yourself with your workplace’s policies about workplace behaviour and reporting issues. Knowing the procedures can clarify how your complaint will be handled.
3. Try to Resolve Issues Internally*: If possible, consider discussing your concerns directly with your manager first. If that feels uncomfortable, you could approach their supervisor instead.
4. Communicate Your Feelings: Have you shared your feelings about their behavior? Regular discussions can help set expectations and give you a chance to voice your concerns.
5. Document Everything: Keep a detailed record of specific incidents that illustrate the alleged bullying, favouritism, or poor performance. This documentation will be valuable if you escalate the situation.
6. Explore Other Options: If you’ve sought advice from colleagues or mentors and things haven’t improved, note these discussions as part of your evidence.
7. Reach Out to HR: If the situation doesn’t improve, you can absolutely go to HR. Be ready for them to ask about the steps you’ve taken and refer you to company policies.
8. What Happens Next?: After your complaint, an informal investigation may take place. Depending on what’s found, this could lead to a formal investigation or mediation.
9. Take Care of Yourself: Managing a tough boss can be stressful, so prioritise your well-being. If your company offers an Employee Assistance Program (EAP), don’t hesitate to use it for support.

*OK so I know it’s difficult/impossible to walk into a meeting with your boss and say “hey, you’re bullying me! You’re picking favourites, you’re no good at your job!” You need to consider how you might approach this. Schedule in some 1:1 time if that’s not a regular thing you do. Find different ways to say what’s exactly on your mind. This is where records come in handy.

Try things like:

•  I feel that X receives a lot of new opportunities to develop their skills (examples). How can I put my hand up for similar opportunities, or what’s the process for selection?
• You asked me to do XYZ, but reflecting on this, I feel this is out of my scope (examples).
• X scenario (example) occurred and I did not feel that it was a good reflection of how the team operates. Could you talk me through it?

If the above does not provide any relief or changes in the environment, make sure you have documented the discussions, and you can add to your records for when you choose to escalate the issues.

Records are your best friend in these scenarios, and it is important you can back yourself up with evidence rather than hearsay or just relying on memory.

Ultimately, advocating for a healthy work environment is crucial, and speaking up can be an important step toward making things better.

Goodluck!

Have a workplace or talent related question for the team at HYRO? We would LOVE to hear from you! Contact us at info@thecareergrid.com

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