HR investigates
The manager expresses concern about the individuals quality of work, too many mistakes, and their general attitude to work which shows a lack of commitment. The employee complains of the manager being overly critical and having unreasonable standards. Is it a personality clash , a bullying manager or a “ difficult “ employee? HR must decide.
The manager suggests an informal meeting involving HR and the individuals trade union rep. The individual says they don’t want to make a formal complaint however they raise their unhappiness directly with the managers boss.
The employee says monthly supervision sessions are a source of conflict and they find them difficult and distressing. The manager say monthly one to one supervision is the organisations policy , standard practice throughout the department and considered best practice.
The manager’s boss reluctantly suggests they sits in on the next supervision session. The manager feels they have no choice but to agree. The next session dully takes place it feels artificial, issues are avoided and every one feels uncomfortable. At the employees request the managers boss sits in on another session but afterwards says both should now just get on with it. The employee submits a formal complaint of bullying to HR.
HR investigates.
HR finds there is no evidence of unreasonable behaviour or unreasonable expectations by the manager. However the investigating HR office acknowledges the employee genuinely feels bullied and interpreted the managers interactions with them as such.
Neither party is satisfied with this outcome. The situation is only resolved when one of the individuals takes up another more senior post with another organisation.
How could this have been handled differently by all parties at each stage?
Answers in an email to …..
Blair Mcpherson former Director author and blogger www.blairmcpherson.co.uk
