How to handle problematic team mate

Anonymous

August 18,2022 at 3:48PM UTC

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How to handle problematic team mate

We have a problem employee on my team. 6 months ago, a few of the team managers and team members had filed complaint against an Employee (Let's call that person Oz). Oz has a lot of behavior issues and often offended people he works with on a regular basis. We once had a team of managers all had complaints about his mannerism within working with him for two months. Every time I bring it up to my manager, he doesn't want to hear it, or think that I exaggerate the matter. Eventually, I gathered all the people who have issues with Oz and they gave my manager their POV. My manager temporarily had to pause his work, but refused to report him to HR or discipline him.

6 months later, Oz moved on to another team. Since then, there are other team mates came to me and report the same behavior issues and concerns working with him. My manager , on the other hand, thinks that Oz is a shining star and needs to be protected at all cause. He refused to listen to any of the concerns, or brush it away, making excuses for Oz.

I am concern right now as my direct report and myself might eventually want to take over managing one of the teams that Oz works in...It's also extremely unpleasant whenever he's in group meetings/social gatherings with us. I went on therapy by working with Oz for 3 months. I am also concern for others mental health working with him.

I know my manager will never do anything about this matter. If I report it to HR, he will eventually find out and think that I back stab him. I am not sure what to do. Any thoughts?

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AnonymousAugust 18,2022 at 6:13PM UTC
Well I would file a formal claim and request an investigation when you are guven oversight over a team OZ in on. Ask HR to investigate by speaking with each person OZ works with.
Your claim should only involve your personal dealings with OZ. You should never speak for other people ever. This is highly unprofessional.
Please make sure you let HR know you have addressed your concerns with your manager first and was told that he saw nothing wrong.
Please resist using WE and US because you should not speak for others. Allow HR to speak with these other employees directly.
Remember until you are involved again directly with OZ, you have no reason to file a complaint. Only when you work again together do you have a formal complaint.
I find it interesting that no one has ever file a complaint against this person.
AnonymousAugust 18,2022 at 6:46PM UTC
Thanks. Actually most people don't want to file complaints to HR as it might back fire. Also, it's hard to gather solid proof on emotional bullies. People working remotely takes longer to get together and acknowledge a problem as they are dealing with the situation mostly in isolation. That doesn't mean the situations aren't valid, it just takes longer to be recognized.
AnonymousAugust 18,2022 at 8:23PM UTC
It's up to the individuals to decide on their own when things escalate to a point they can no longer tolerate. They may not be bothered as much as you are.
Since your manager thinks this person is great, I would be careful to only report things to HR that you can fully describe and have witnesses to.
"Emotional Bullies" is vague and can describe 50% of the population on any given day.
AnonymousAugust 18,2022 at 8:26PM UTC
At the moment, it is the responsibility of Oz’s current teammates to report Oz to HR.
This is best done in a group and may be best framed as a matter that adversely affects productivity and/or morale. If there are any DEI impacts, these should be reported, too.
That said, it would be helpful in responding to your question if you gave us more insight into Oz’s behavior. Is Oz neurotypical, or does Oz have a mental/emotional condition that has affected interactions with others?