A bullying boss can’t be tolerated
Constructive dialogue could help.
Johnny C. Taylor Jr., a human resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society. The questions are submitted by readers, and Taylor’s answers below have been edited for length and clarity.
Question: Our office manager has a very aggressive and unprofessional way of dealing with employees. In meetings, he will single out a person to yell at, or bring up personnel issues that put an employee on the spot. The problem is, this person is responsible for HR in our office. What should I do? – Anonymous
Johnny C. Taylor Jr.: It pains me to hear that someone in a leadership position is bullying you and your co-workers. This sounds like an abuse of power, and it’s especially detrimental when the culprit works in human resources. HR professionals have a responsibility not only to be people experts but also to establish an inclusive, civil workplace for all.
Although it should never be tolerated, workplace bullying is not illegal, unless it is connected to the abuse of a protected class, such as race, religion, or sex. However, it is always a sign of a toxic culture where employees are prevented from performing and being their best. And I am happy to say that many companies have implemented policies prohibiting bullying more broadly.
Culture change begins from within. If you want to stay at your company long term, it makes sense for you and your coworkers to help reform it. If your office manager won’t change this behavior on his own, you can still do your part.
Check your company’s policies on bullying or harassment. Then, if the office manager is your direct boss, schedule a private meeting with him to discuss your concerns. (Or, if you report to a different manager, speak to that person first.) He may not realize how his behavior is impacting you and your colleagues.
Perhaps there are some underlying personal reasons contributing to his behavior. Whatever the case, you can learn a lot by just having a conversation.
The goal is constructive dialogue – the hallmark of a strong workplace culture. Try to find common ground on the best ways to communicate with the team that will boost morale and build a sense of unity.
If the bullying continues, or you face retaliation in some way, I would elevate this situation to the person whom the office manager reports to and request a meeting to make your concerns known. You may reach a point where you’re trying your absolute best, and the office manager simply isn’t changing for the better and senior management is unwilling to do anything about it.
We spend an inordinate amount of our lives at work, so it’s essential that it be – at a minimum – a place where you feel safe and appreciated. If things don’t improve, no matter what you do, it might be time to find a better workplace.