Toxic workplace?

Anonymous

October 23,2021 at 11:35AM UTC

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Toxic workplace?

I got in trouble recently for venting to another employee in the same department (it got caught on zoom meeting record that I didn’t know was on—my fault there). What I said wasn’t even bad about the department so much as frustrations with technology and virtual meetings.

The reason I got called out? I am a manager and should never express my frustrations to a non-managerial employee because I will “hurt team morale.”

What I wanted to see back was “believe me, team morale is low because of you.” We had employees I was close to leave because they were not treated with respect by managers.

We have a department that has silos with top down management approach. Favoritism is obvious. The top bosses only share their visions with their favorite employees and not speak to those who should be included in the conversation because it impacts their roles.

This employee I was making the comments to has shared way more about his frustrations and sees the same issues. However, our boss doesn’t want to her anything bad about her or the managers she is close to. I recently saw a Glassdoor review from a former employee in this department that indicated it was toxic for this reason.

We have no vehicle for voicing our concerns though I know upper management would be mortified if they knew this because it doesn’t align with their values. Our bosses keep us quiet so they can shine at the top and walk on water with our c-level teams, but the degradation is starting to wear down the good employees while the less stellar ones thrive.

Thoughts?

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AnonymousOctober 23,2021 at 12:24PM UTC
I see both sides.
It is bad form to express grievances to colleagues who report to you, so it was necessary to correct you on that. When my manager vented to me, my response was, "That information is going in the wrong direction. I'm not supposed to take care of you; you're supposed to care of me."
On the other hand, it is patronizing and insulting when a manager pretends not to see things that are negatively impacting the team. You can acknowledge what everyone sees, but with the intention of giving support vs. venting, e.g., "Thank you for your patience with our technology struggles."
AnonymousOctober 23,2021 at 8:49PM UTC
*take
AnonymousOctober 23,2021 at 1:10PM UTC
My thoughts are it was very unprofessional and regardless of every other reason un the sun, nothing takes away from your actions.
Beyond that, the environment at your company is what it is. Management gets to decide how to handle certain people and situations. It's their call. So as frustrating as that is, it is what it is. Your bosses are recognized leaders and praised for their efforts. Trust upper management does no want to hear about the day ro day details.
My suggestion would be to stop focusing on other people, other situations and Glassdoor reviews, It doesn't help your situation and YOUR moral and your attitude.
If your concerns and frustration are becoming overwhelming then I suggest you focus on finding a new job rather than try and fix one that management doesn't want to fix. You have been seen now as part of the problem.
AnonymousOctober 23,2021 at 2:03PM UTC
It’s funny to read someone suggest that managers can do what they want. Especially in face of the Great Resignation.
You are correct that the OP should have been quiet about venting, you are 100 percent wrong to say “it is what it is.”
A manager who tries to discourage their employees from talking to each other and creates silos is setting up that part of the business for failure. It’s along the lines of an abuser threatening their victims from speaking out.
AnonymousOctober 23,2021 at 3:31PM UTC
"Abusers & victims"? Those are a lot of creative assumptions.
There are some people who view the world as toxic and others see it as just life.
AnonymousOctober 23,2021 at 7:42PM UTC
Would the word “bully” suit you better?
Bully behavior in the workplace often resembles high school. In fact, the same people who bullied in high school will assume those roles in the workplace and those who were bullied will end up feeling those same emotions, too.
Just because the OP doesn’t want to tolerate it shouldn’t mean they should put up or get out.
AnonymousOctober 24,2021 at 4:07PM UTC
"Just because the OP doesn’t want to tolerate it shouldn’t mean they should put up or get out. "
I mean, it sorta does mean that. Do you think OPs venting on a zoom call is going to get her recognized by the board and she will be jumped from lower-management to CEO and change agent tomorrow? No. Any organizational change will take years and OP is not in a position to assist with that. Especially when she has already shown her willingness to step out of line and cause drama. If OP really wanted to change the course of this company she would have complained up.
I mean, if OP wants to commit herself to the next few years of being miserable in her role because of some moral justification that, ultimately, she will be in the right but also that ultimately someone else will get credit for enacting the change. Fine, I guess she can do that. Doesn't seem worth it at all but I guess to some people being right is more important than being productive.
AnonymousOctober 25,2021 at 6:51AM UTC
I don’t think that analogy is actually relevant here (doesn’t sound like anyone is being bullied), but also don’t presume “bully” and “bullied” are inherently linked to hierarchy - it don’t work like that. As you said ppl assume the roles they had in high school - gossipy cliques can be at any level and even managers can get bullied by reports; I’ve seen it on others and experienced it personally.
AnonymousOctober 23,2021 at 3:00PM UTC
I bet if the OP and others do exit interviews they will care.
AnonymousOctober 24,2021 at 12:36PM UTC
Let’s be real for a second, the employer doesn’t care about anything covered in the exit interview. This is a perfunctory check the box exercise. They won’t give the OP a second thought once she’s out the door. Despite what appears to be very real workplace challenges, the OP looks insubordinate. She sounds like a complainer who got caught on a hot mic in a zoom meeting. Doesn’t matter if others feel the same, of Glassdoor reviews are poor, she was busted and now she’s on the hot seat. No one can be surprised that the employer is responding the way they are! Time to apply the good ole’ self awareness lens and truly take responsibility for their role in the demise of this work relationship. This will continue to go downhill unless their are drastic changes. Might be time to freshen up the resumes as this organizational climate and culture don’t seem to be a long term fit.
Shenelle S. LaPierreOctober 23,2021 at 2:12PM UTC
Sorry this has happened to you. Your experience has made me self reflect on past times of venting to my own employees and apologizing after realizing my statements. It just looked bad on me as the manager. I would agree on the employee morale statement and overall it seems this is your company culture. I do understand that it has caused people to leave but that’s out of your control. Thus it may be helpful to take a step back and focus on your day to day so the toxic issues don’t wear on you either. If it gets too bad, take some time off and reset or start looking for a fresh start.
AnonymousOctober 23,2021 at 2:56PM UTC
If employees can’t vent up without fear of not being heard or possibly hurt, they vent down or out.
OP was wrong (though who hasn’t vented about technology?)
It sounds to me like the boss is keeping people siloed so they don’t talk and all come to the same conclusion that she is a bad manager. The favoritism comment makes me wonder if there is a culture of exclusion and cliques. Telling a manager not to talk isn’t going to stop it.
AnonymousOctober 23,2021 at 7:54PM UTC
So if I was this OP’s boss, I would let them know their comments were recorded and that they need to be mindful of what they say to others.
But then I would also ask them to explain what the problem is and my practice empathetic listening skills. I would be present. I would look to be solution oriented and engage them in being part of the solution.
I’d also do a little introspective thinking to understand if there is something in my style that fosters an atmosphere in which employees vent to each other but not me. Am I too defensive? Do I lack empathy or convey that I am not interested? Is there something in my tone or body language?
Doesn’t sound like this boss gets that.
AnonymousOctober 23,2021 at 8:18PM UTC
Are you sure the C-suite cares? It's very possible they don't, especially if your department has good numbers or isn't client-facing. ... of if this is a university. I doubt anyone at the top in any university gives a $$$$ about anyone at the bottom.
AnonymousOctober 23,2021 at 10:55PM UTC
In reality you are right, they probably don’t care. Not in the least.
But reading the OP’s post, it does sound like the department heads are way more concerned about their own reputations than their team’s well-being. Maybe what the OP means is the culture being preached from the top, things like transparency, inclusion, etc.. are opposite of what’s happening,
DeBorah S. WalkerOctober 24,2021 at 12:45PM UTC
Do you have an HR department? Is there an HR representative that you can send an anonymous email to. Communication must and I must stress must be made to upper management about what is going on.
AnonymousOctober 24,2021 at 12:56PM UTC
Maybe take a moment for some introspection before demanding others do the same. There is a lot of talk of what is or isn’t fair here…. But the truth is there are many ways you could have dealt with this differently, and this is a great opportunity to think about what you did, how your behaviour could affect others if it continues, and what are some ways you can approach working on things that frustrate you more constructively.
Basically you got caught ‘venting’ or another word for that is: gossiping, and it seems like you’re really angry about getting caught and flailing a bit looking for something to grab on to. I’m sorry to say it and I know it’s not what you want to hear right now but as bad as it feels someone needs to help you understand: You don’t have a leg to stand on. You messed up on this one… apologize, make it right, and take a more genuine approach to trying to think about what you could have done differently.
Even if other approaches with management are less than ideal, what you chose to do was literally the worst way to go about it, and many companies have a policy to fire people on the spot for this. Is management really trying to silence you? What other tactics did you use to resolve the issues before resorting to gossip?
The fact that you want to out the employee you were speaking with is sad to hear, your manager is right to challenge you on this, as you are in a leadership role, and why aren’t you trying to protect the other employee as well as yourself? Are you trying to distract rom the bad things you said by pointing out that your colleague said even worse things? If so you’ve missed the point of the memo….
Where you say that she doesn’t want ‘bad things’ said about her… why are you still advocating for the spread of any ‘bad things’ when that is precisely what you’re being called out for…
Rosalyn JohnsonOctober 24,2021 at 12:58PM UTC
As someone who's been a part of toxic workplaces I know for a fact only managers can fix what is broken in a toxic workplace. Those below, the supporters, feel the energy of the manager and follow their lead. When people start venting sideways or out it's a clear indication that they're not being heard at the top. It might be worth it to go over the manager's head and voice your concerns. Venting should always always go up. If you don't find someone at your immediate top go higher. But the goal is to get a change in management that is directly above you so that you don't have to experience the toxicity anymore.
Juanita JamesOctober 24,2021 at 1:18PM UTC
I agree but I would like to add some realness to this statement. When you go over your manager head, you will be a target for not being a "team player". You will be called a trouble maker, if you are willing to stand up and be confirm in your beliefs, move forward. Best of Luck!!
Rosalyn JohnsonOctober 25,2021 at 12:02AM UTC
I hear ya. Your point makes a lot of sense
AnonymousOctober 24,2021 at 1:07PM UTC
I learned complaints and concerns go up the chain, not down. What could an employee lower on the totem pole do to resolve a situation that you can’t - nothing. You may feel better for venting, but they feel worse than before.
AnonymousOctober 24,2021 at 1:16PM UTC
IMO you should never bitch about higher-ups to someone more junior than you (unless you were pals before you worked there!) The exception is if they confide in you, then you can be there for them and listen and even nod & agree that things aren’t ideal but you shouldn’t stoke the flames and add your own tuppence worth. Nobody’s saying you have to pretend everything’s perfect and I do believe there’s something to be said for being your authentic self even as a manager, but we need to be mindful of the effect our words and opinions had on others and remember our opinions are just that, not fact. And we don’t know the whole story ever. If you’re unhappy talk to your manager / director, or HR to try to fix it.
Christy K. HanthornOctober 24,2021 at 1:18PM UTC
I agree with a lot of this, including the part about how venting to others can negatively affect morale. It can create a herd mentality. But that's not to say the low morale isn't warranted. And you're completely right about needed an outlet or vehicle for voicing concerns. My department recently created a "morale committee," but it's a joke. It's not meant to create solutions or hear us out. Playing games and planning potlucks....this isn't going to help the underlying issues that create so much stress in our lives.
AnonymousOctober 24,2021 at 2:04PM UTC
Most companies think “fun” activities are morale boosting. They let people blow off steam, but they aren’t for everyone.
AnonymousOctober 24,2021 at 2:10PM UTC
So, here’s the thing about morale…a person who feels appreciated will always do more.
These group morale activities work for tight knit teams who are stressed. For dysfunctional teams, especially ones that are cliquey, they can be demoralizing if the same people who are excluded in office continue to be excluded here.
Celena BartonOctober 24,2021 at 1:19PM UTC
You are a manager! You have a responsibility to be strong in front of your employees. Yes, sympathize with their grievances but tell them you will work to change it. I know it’s never easy to make change and it will likely not change, but as a manager, you need to take the hard edge and continue to encourage your team.
IntrapsychOctober 24,2021 at 2:03PM UTC
Intrapsych ?
GirlBossanova934974October 24,2021 at 1:21PM UTC
Welcome to the Remote/WFH world of 2020-2021. All sorts of funny business going on underneath the surface. Favoritism, discrimination, and all sorts of things being deep sixed before they ever see the light of day. The minute Senior Management allows itself to be kept in the dark and stay there, it is time to pack up to the next employer. I saw these types of things a few times in my career. The last go round was from 2014-2018. The Big Boss didn't want to hear about the problems in his own company. He used his middle managers as some sort of spy network. His middle managers purposely, willingly, and gladly kept the Big Boss in the dark. The middle managers always took credit for the accomplishments of their teams without mentioning team members. They blamed team members by name whenever things went wrong. The company has lost around 35% of its sales in the last 3 years.
AnonymousOctober 24,2021 at 1:30PM UTC
Thoughts... happens every day and big and large companies. There's really not much you can do. If the top leadership doesn't recognize the game playing at the sea level, you're not going to be able to open their eyes... and now, you are on their radar so watch out.
AnonymousOctober 24,2021 at 1:32PM UTC
Sorry for my typos..c level...not sea level... I recently left a position and which I knew that the company president had no knowledge what his CEO was doing, but I also realized that I was a small turtle.. in a bigger Pond and if I have reported reality to the company president and bypassed the CEO, what would that do for me? In organizations with this type of leadership structure, it's often not worth falling on the sword
AnonymousOctober 24,2021 at 1:38PM UTC
Common theme unfortunately. Management should conduct skip level meetings one on one in order to get a good perspective of their direct reports. Eventually though, it is likely that it will be recognized, although it may take several years and the loss of some good employees that leave because of it.
Elise PilkingtonOctober 24,2021 at 1:42PM UTC
Sadly, this sounds pretty typical. I would challenge your notion that upper level management would disapprove (or perhaps more accurately, that they'd do something about it) if they knew. They are the ones who are promoting and supporting these managers, so their actions say they are OK with what they're doing. Complaints need to be addressed to the people with authority to make changes, venting to lower-level employees doesn't help, but you know that. Sorry I don't have any suggestions other than if you don't see a way to effect change, you'll probably have to look for another position.
IntrapsychOctober 24,2021 at 1:59PM UTC
I don't know anyone walking on water at the C-level, but here are a couple of tips to help keep you from sinking in your situation...get to know your bosses, support them and do what you can to make them look good. Tip number 2...you could be doing all the right things but with the wrong attitude. Let go of the attitude that's no longer beneficial for you and adopt the right attitude. People want to feel good when around you so contribute to a positive environment.
AnonymousOctober 24,2021 at 2:37PM UTC
OP here. That’s part of the problem. The department heads tend to exclude people on the team that aren’t like them. So it’s hard to get to know them and they show zero interest in getting to know those they would go for a beer with. They know the families of their favorites, even the pet names. But zero interest in anything about the ones they dislike.
The employees who have vented to me are in the excluded group. (My role is new and no direct reports). They are the ones from whom I learned the dynamic and gained some of the insights (not so much from gossiping as asking about projects.)
I make a huge point of treating people like I want to be treated. I am inclusive. I show appreciation and boost their morale, including sending notes to our managers to give credit where it’s due. This is my MO, in part because our bosses don’t always show it with their least favorites.
There is a lot more to this story, including some inappropriate behaviors, that I have not shared so I guess it’s fair to be criticized by those who don’t see it all. I have ultimately decided to step back, stay quiet and take notes so should I opt leave, I can put it in my exit interview.
Farheen HasanOctober 24,2021 at 6:05PM UTC
You sound like a good manager.
Celena BartonOctober 25,2021 at 9:11AM UTC
Bottom line, you don’t do this to your employees!
AnonymousOctober 24,2021 at 2:43PM UTC
Live with myself, my company thinks they have great culture I can tell you the culture us toxic at least two full time a week leave and the contractors are flying out the door as well, no one wants to come back because of the culture the c suite thinks is so great. It is great if you are a favorite and you don’t even need to work! For everyone else it’s a nightmare
I don’t believe the culture changes that are needed will happen
Myself I am trying to get out of this horrible company
Company’s management do not want to hear anything bad they pretend they do, but once you say anything you are marked
I wish you well I doubt it will get better
AnonymousOctober 24,2021 at 3:30PM UTC
I used to work for a major retailer that said one thing to the general public, even in it's advertising; but did the exact opposite in it's store locations that was company spread.
They hired me knowing full well I had multiple disabilities and I worked for them for 16+ years before they wrongfully terminated due to being disabled. They claimed that I lied to them about being disabled when they hired me (we had had several changes in management since I had been there and not a single person that was involved in hiring me was still with the company). I was also bullied and harassed due to my disabilities and my employer refused to do anything about it. I was wrongfully terminated and fought back by filing an EEOC complaint against them and had a very thick file of all the things they had done to me at my home, so they finally agreed to an out of court settlement that allowed me to open my own small business. I wasn't the only one that was treated this way, but I was the only one at our store location that was able and willing to stand up to them. Once they found out I filed for unemployment after filing my EEOC complaint my former employer tried to retaliate and deny me my unemployment claiming that I was terminated for cause, which my former employer knew was untrue. I had to wait for nearly 2 months before I received my back pay and had unemployment agree with me that I was being retaliated against. If it hadn't been for having some savings and help from family in addition to having had some savings we would've been in a lot worse financial position while I was fighting to get my unemployment benefits. About a month before I was wrongfully terminated I decided that I had enough and was preparing to make my exit on my own terms, instead I was forced out. So, be very careful what you do and say at work, and keep a written record of everything at home. Also, if you have to ask if it's a toxic work place then it definitely is one.
Rebecca Hillier AndersonOctober 24,2021 at 5:46PM UTC
EEOC-Thank you for mentioning that
AnonymousOctober 24,2021 at 3:39PM UTC
Yes, of course as a manager you should never vent to non-managerial employees. You also should never vent to anyone who isn't your manager on a company-sanctioned platform. This isn't rocket science. Go for coffee or have a drink, get it out and when you get back to work the next day be prepared to work toward ways to move forward and get over it. This is literally a manager's job.
You are contributing to a toxic work environment. Perpetuating an us vs. them mentality with rabble-rousing is not helping you, anyone on your team or your company move closer to their goals. Keeping those emotions high is only going to create more problems, it'll block them from moving up in their career, you're probably going to get fired (I would fire you) and will cost the company productivity.
Grow up and find another job with a culture you are a better fit for and a role that is more acclimated to your maturity level.
AnonymousOctober 24,2021 at 3:47PM UTC
Did you read the OPs comments? She complained about virtual meetings.
I really hope you are not someone’s boss because your last paragraph suggest you lack empathy and maturity yourself.
AnonymousOctober 24,2021 at 3:52PM UTC
She complained on a recorded zoom. How do you think the company got the recording? They are paying for the account, it's their platform. They see everything that happens there. That is not the place to vent your frustrations.
Pam GreenOctober 24,2021 at 6:51PM UTC
She clearly stated that she should have known better about the recording. Jeez.
EricaOctober 24,2021 at 5:30PM UTC
Very well said.
IntrapsychOctober 24,2021 at 7:05PM UTC
Intrapsych ?
D DOctober 25,2021 at 2:12AM UTC
I disagree with you and your approach to leaving comments that are looking for a resolution to a problem. The OP is on this platform seeking a resolution to a specific problem, and you are attacking that person with your comment. Statements such as "[T]his is rocket science," "[Y]ou are contributing to a toxic work environment," and "[G]row up..." are inappropriate.
You may be brutally right with certain aspects, but there are ADULT, non bully ways of relaying the same thing you said that would prevent lashing back, hurting feelings, etc.
LisaOctober 25,2021 at 12:31PM UTC
I don't think you realize exactly how you came off, but instead of being supportive and offering suggestions, you beat her up.
Completely against the supportive vision of this site.
If it was purposeful, then you have some inner an inner thinking to do.
Support each other.
AnonymousOctober 24,2021 at 5:39PM UTC
Judging from some of the comments below, it sounds like many believe the job of a good manager is only to communicate leadership decisions down and 'enforce morale'. Top to bottom. They forget that good managers also have a duty to hear issues their direct reports bring to them, find solutions for them and if necessary communicate valid issues up so that info reaches the c-level decision makers.
It sounds like the OP knows and practices this, but her superiors don't and just want to keep all those 'troublemakers' quiet (troublemakers in their eyes, because they are not interested in whether complaints are valid issues that need to be addressed or not). That means those superiors are actively working against the best interest of the company and letting things fester.
That's not being a 'strong leader' as someone commented below. It's being an obstacle to making your company better.
To the OP: really sorry to hear about your situation. There is not much you can do but keep careful records of everything and, if you can, prepare your exit. If you don't already have the trust of C-suite, they might not be open to hear you and lots of companies have 'insubordination' clauses that HR might use against you if you do. If you choose to reach out, I'd not approach them officially, but do it from an anonymous outside email account that you create especially for this purpose.
AnonymousOctober 24,2021 at 6:46PM UTC
OP here
Thank you. According to this group, even saying “I really hate zoom calls because they are so ineffective and no one listens because they’re multitasking,” is really a crime. I think that’s why my boss does like them. She doesn’t have to be present.
They also seem to think I would actually go to the top to complain about No, I wouldn’t..that would be career suicide. I haven’t even gone to HR, even though I documented something she said that was wildly inappropriate. Actually I have a lot of things I have documented that show a pattern of exclusion and gaslighting.
Anyway…I think I will stay quiet and put out feelers to see if the grass is greener elsewhere.
IntrapsychOctober 24,2021 at 7:17PM UTC
Sometimes you just have to vote with your feet on what feels right to you.
AnonymousOctober 24,2021 at 8:09PM UTC
I know.
My dilemma is it’s not the company and definitely not my role which I love, but my department dynamics are hurting my ability to be my best.
AnonymousOctober 25,2021 at 2:41AM UTC
I must disagree with you here. Your managers are getting away with this because they know they can get away with this. This IS your company's culture.
AnonymousOctober 25,2021 at 7:09AM UTC
You should definitely talk to HR or even your managers manager. Sounds like you have nothing to lose if you’re thinking of leaving anyway? Though gossiping on company platforms is silly so they might initially judge you for that but just acknowledge the mistake and move on to the bigger matter at hand. Keep it factual and objective, use examples, and cite consequences. If they don’t listen then you *know* it’s time to look elsewhere.
AnonymousOctober 25,2021 at 12:42PM UTC
And it is amazing how many managers do not work for the benefit of the company, I have seen it. In top-down hierarchies they seem to get away with that much more, than in more open company cultures, where they can be held accountable by their underlings.
AnonymousOctober 24,2021 at 6:12PM UTC
We could all coddle the OP and tell her that her it was OK to say nasty things on the company sponsored virtual meeting platform…would that be better?? Get real, it’s high time we start holding each other to the highest standards of professional behavior, not condone contributions to a toxic work environment. Please help this woman recover instead of patting her on the head and sayings it ok to disparage your employer.
AnonymousOctober 24,2021 at 7:04PM UTC
It’s detrimental to your mental health to continue on in a toxic environment (which this seems to be). Upper management won’t do a thing about it either. Don’t kid yourself that they will. All their “values” are often lip service. It’s a long road to go down when you start rocking the boat. You’ll lose “friends” and will experience much stress. Best to start looking elsewhere. Sorry you’ve found yourself among these look at me clowns!
Kathy WentzOctober 24,2021 at 8:27PM UTC
You said "The top bosses only share their visions with their favorite employees and not speak to those who should be included in the conversation because it impacts their roles. " I work for a family owned company and it has the same problem. I tried to change the culture for several years and and decided I had 2 choices - stay and deal with it or find a new job. I chose to stay and deal with it. I try hard to not even mention it now other than to refuse to engage in the deliberate refusal to communicate and send out copious emails and memos and urge other marginalized employees to do likewise in an effort to model good communication for the owners.
I think you only have the same two choices. I wish you peace in your decision!
Jazzy McGruderOctober 24,2021 at 10:50PM UTC
Nope, not going to do it...
And I'll let this awesome blog post speak my peace. Until then, take care of yourselves.
Career Sherpa
https://careersherpa.net/toxic-work-environment/
AnonymousOctober 25,2021 at 12:03AM UTC
Nailed it.
Melissa MathersOctober 25,2021 at 11:16PM UTC
This is an excellent blog post. Thanks for sharing!
Celena BartonOctober 25,2021 at 8:58AM UTC
Agree. Not a good manager. Big complainer who does nothing.
AnonymousOctober 25,2021 at 12:36PM UTC
Not sure that his helps, but in my career I worked twice for "top down" culture companies, and both have gone under. Management in both thought they knew it all, and that they knew the employees' jobs better than their employees themselves.
Leadership needs to understand that their companies constantly need to improve, or the competition will pass them by, The best way of doing that is to admit that employees usually know their jobs, and to gather employee input. Surveys, round tables, open door policies, anything of that nature. This has nothing to do with the managers in between, because good leadership would know that there could be a barrier. This has to be company-wide effort.
"We have no vehicle for voicing our concerns" tells me that your upper management does not get this.
BethBOctober 25,2021 at 1:20PM UTC
First, in general, a manager shouldn’t be complaining like that to someone who isn’t a manager. What you don’t see is that it does indeed hurt morale. You are feeding into the toxicity. Think about the impact it would have on you if your boss complained to you. Would it leave you feeling secure?
Why do you think upper management would be mortified? Do they not have computers to be able to see Glassdoor themselves? Do they not see employee turnover?
They know. They may say they have values that guide them. It’s not true if they don’t truly follow them, is it?
AnonymousOctober 26,2021 at 2:10AM UTC
I have to admit that I got a little too friendly with an assistant under me (I am the lead). I realized that I needed to adjust the boundaries and did just that. This is my first lead role and realized I had to keep it business. You must be careful who you confide in cause it can come back around.
AnonymousOctober 26,2021 at 5:41AM UTC
I think we’ve all been there. People tend to feel comfortable saying things to those they have an easier rapport with, no matter what their positions are.
I hope the OP keeps her door open to these isolated workers, even while learning to be more careful with her own comments. Sounds like they need an empathetic ear.
Robyn McCabria KelsoOctober 27,2021 at 12:28PM UTC
agree with the comments about keeping your "lead" role in mind when conversing. But that said, if there's no mechanism for improvement that should send out red flags.
AnonymousOctober 28,2021 at 11:55PM UTC
I am the only one who questions the legality of recording employees without their knowledge and using it punitively?
Most virtual meetings that are recorded will announce that the meeting is being recorded and when that meeting recording began. If employees were not aware of that, depending on the state’s rules about recordings, the company could be liable.
AnonymousOctober 31,2021 at 6:41PM UTC
Zoom will automatically announce a recording, but other platforms don't.
Whether people have to be informed they are being recorded depends on whether it is in a two-party or one-party consent state (in the U.S.) In a one-party consent state, if you make a recording you are that one party who consents. Asking others for their consent is a courtesy, not a requirement.
AnonymousNovember 1,2021 at 4:38PM UTC
Hmmm. But if both parties were not aware of the recording being started.