Not sure what else I can do..

18 Comments

1. CocoDecember 10,2023 at 7:21PM UTC

   I understand your reluctance to escalate the issue further, especially if you're concerned about possible retaliation. However, considering the ongoing challenges, a direct conversation with your supervisor might be a valuable step.

   Approach the discussion from a constructive angle, acknowledging her strengths while gently highlighting the areas for improvement. Emphasize how her management style is impacting team morale and productivity. It’s important to frame this conversation as a collaborative effort towards a better work environment, rather than a confrontation.

   Given your efforts with HR and the ethics board, it's clear you've taken significant steps to address the issue. If you're worried about potential backlash from initiating this conversation, consider informing her superior first as a protective measure, although this doesn't guarantee absolute safety from retaliation.

   If you decide to leave your position, sharing your experiences and concerns in an exit interview or a letter could be beneficial. Again, focus on her positive attributes and express your feedback as a desire to see her, and the team, succeed. This can be a powerful way to leave a lasting impression that might inspire change, even if it’s after your departure.

   Throughout this process, prioritize your well-being and professional integrity. If the situation doesn't improve and continues to affect your job satisfaction, seeking opportunities elsewhere, as you are already doing, is a prudent choice.

2. CocoDecember 10,2023 at 7:37PM UTC

   I concur that caution and diplomacy are key in such situations - any situation. And while I cannot speak for all Ethics Hotlines, my experience in setting up and managing one at a global company may offer some reassurance :

   In my role, I ensured the hotline was truly anonymous. Despite being an employee of the company, I upheld a strong ethical commitment to respecting and valuing each caller's concerns. What's more, our Hotline ran through the HQ Legal Department, where I was posted, and was supervised by the General Counsel of the company, who reported to the CEO, not HR, and as per the SEC guidelines.

   So it's important to remember that while HR departments primarily serve the company's interests, there are individuals within these systems who strive to maintain ethical standards and genuinely address employee grievances.

3. AnonymousDecember 10,2023 at 9:02PM UTC

   The only other thing you can do in this situation is tactfully try to address it with her directly before trying to go to her direct manager about it.
   Do keep in mind, though, and I am basing this off the small amount of information I see reading this-- that there are typically several sides to a story and variations of versions of the truth. HR not acting on these issues you made anonymously, means there is something (potentially) you are not seeing or aware of, and while that can be frustrating, it is their job to have all of the facts and make a decision based on that information. You mentioned going above her, but I would ask, why not address it directly to her? I don't know the dynamic, but typically, going above someone's head in a situation without at least trying to address it with the person never ends up well for the person raising the issues. And that's not because of retaliation--it's because everyone should have the opportunity to address issues, and everyone knows how it feels to be blindsided by something. If she's a reasonable person and does introspection, she will likely try to develop a way to improve from the conversation. If not, then at least you tried to address it and have some merit to raise it to her manager. Otherwise, it sounds like you are complaining without addressing anything at the source.

4. AnonymousDecember 13,2023 at 2:52PM UTC

   HR doesn't do performance management or make firing decisions. They assist managers who are responsible for doing those things. If the supervisor wanted someone who would shake things up, these reports would be good news!

5. AnonymousDecember 17,2023 at 6:05AM UTC

   HR does investigate the validity of complaints. If a complaint cannot be verified as a valid event, how could anyone be expected to act on firing an employee from a non-verified anonymous complaint?

6. CocoDecember 10,2023 at 9:35PM UTC

   Again, your past experience with an ethics hotline brings to light the significant diversity in corporate ethics practices. In my role at a global company, I managed the Ethics Hotline with a strong commitment to anonymity and ethical standards, supervised by the General Counsel and independent of HR. However, I recognize that this level of ethical management is not a universal standard across all companies.

   Regarding the potential for call tracing and voice recognition, while such technologies are indeed available, their use for monitoring ethics hotlines in ethical companies is unlikely due to the excessive cost and ethical implications. It's important for employees to assess their own situation and the level of trust they can place in their company's ethics systems.

   For individuals in the private sector facing unethical practices, there are external avenues for reporting, such as state-level labor boards or Attorney Generals in the U.S., and other relevant regulatory bodies for publicly traded companies. However, the legal and regulatory landscape varies greatly by country and sector. Where applicable, it's also crucial to be aware of whistleblower protections, which can offer some safeguard against retaliation.

   Though the process of addressing unethical practices through these channels might not yield immediate results, they are essential for maintaining integrity in the workplace. As employees, we should be aware of our role in upholding ethical standards and feel empowered to take action, carefully considering the most appropriate and safe avenue for our specific circumstances.

7. AnonymousDecember 11,2023 at 3:01AM UTC

   This is very true. I personally do not trust HR. Unless your boss blatantly discriminates against protected category, HR would not do anything.

8. AnonymousDecember 11,2023 at 2:50PM UTC

   Can you send an anonymous letter to her boss letting them know the situation? Point out how many people have left; how many are looking at leaving and give them estimates on how much time/money this person is costing the company.

   Might not accomplish anything but it might be worth a shot if you think you want to try to stay there.

9. AnonymousDecember 13,2023 at 2:50PM UTC

   Nooooo!!!! Anonymous letters are HORRIBLE!

10. Terrie McWhorterDecember 11,2023 at 3:22PM UTC

    Your due diligence would be to go to the president of the division. Get comfortable with doing that. You are obviously a supervisor and YOU are losing members of YOUR team because of her. Ask for a meeting with her first and TELL IT LIKE IT IS...then hear on up the ladder to that president. Best of luck

11. AnonymousDecember 11,2023 at 4:10PM UTC

    It is unfortunate, however HR rarely defends or supports employees. They will act concerned, say the right things, potentially express empathy and do nothing. It is also possible the more information you share with HR, the more details they will collect on you to effectively document and deem you as the problem. HR defends the company, not the employees. Proceed with caution . . .

12. Leader195795December 11,2023 at 4:56PM UTC

    Unfortunately it’s difficult to know if anything is being done above you as it is usually done in confidence and takes along time, yet again nothing may be occurring. Your leadership cannot fix what they don’t know…report up the chain as appropriate and PLEASE document everything along the way. If you are not being heard as a result of your efforts this begs the question , is this the work culture you want to spend a big portion of your time in.

13. Stephanie Branch LekowskiDecember 12,2023 at 3:40PM UTC

    Not to mention politics. Unfortunately HR has been known to drag their feet or minimize damage management causes due to which manager, partner, etc. it is aka they're not interested in pursuing something that could put their own jobs in jeopardy. HR works for the employer, not staff!

14. LorraineDecember 11,2023 at 5:31PM UTC

    If you're looking for a new position outside of the organization, then keep your head up, don't make any more reports to HR. However, if, once you have a new position and are defiantly leaving then at your exit interview you can express in more detail as to why you are resigning. But for now, keep the search going. But remember, if you do get a new position and it doesn't work out for whatever reason and for however long your employment will be with the new company, you may need to use your current company as a professional reference down the road. I guess what I am saying is that you need to be very strategic in what you do. Best of luck.

15. AnonymousDecember 11,2023 at 7:29PM UTC

    It seems leadership has elected to allow her free reign. Unfortunately HRs warning has little impact.

16. Stephanie Branch LekowskiDecember 12,2023 at 3:32PM UTC

    You're right to be leery of going over her head and/or making an end run around her. Your best bet is to try to leave since it definitely sounds like she is making a hostile work environment. Life is too short to be unhappy!

17. Jonna Ferguson, ACCDecember 12,2023 at 9:08PM UTC

    Remember, it takes time for leadership and HR to respond to feedback like this at any level, let alone at the executive level. It may seem like nothing is being done, but a performance improvement plan could be in progress.

    You've shared the situation and the impact it's having on the company and your people. Continue to lead professionally, maintain strong relationships with everyone around you, TAKE CARE OF YOURSELF and do what you can to remain at peak performance levels. While you're looking for your next opportunity...

    You could always try to have a conversation with your leader about changes in motivation and results within the team, especially if there has been a financial impact to the business (i.e. rehiring costs, lower production due to being short-staffed, etc.). That said, avoid blaming or accusing her of being the problem, and maybe the two of you can find a way to partner to improve the culture and productivity of your team.

18. AnonymousDecember 13,2023 at 2:47PM UTC

    They selected her for a reason, and replacing her costs more than replacing you.
    I wouldn't expect them to side with you, and going to HR first instead of her supervisor will not endear you to him. He was probably the one who picked her, and he wants her to be successful. You went around him and denied him the chance to address it himself. He's no doubt been informed of all the complaints, and he may have decided the staff needs to go, not his hire. Good luck going forward. Keep your head down and update your resume!