A. Did you get the manager to give you a timetable of when you can expect things to unfold? Always get HR reps to commit in writing when they will follow up on a complaint.
One way to do this is to write a memo immediately after you meet with the HR manager that summarizes exactly what commitments she made and when she proposed to complete various steps of the investigation. Leaving a paper trail that you initiate tends to make HR managers (and other executives) more accountable.
And where’s your boss in all this? Try to work with your boss to arrange your work space to avoid the offensive environment you currently face. Perhaps your boss can move the offender to another site or put this person on probation. Above all, don’t let this offender influence your ability to perform your job.
Some HR managers find that employees who are bored or less competent in their jobs tend to find excuses not to work (such as repeatedly lodging complaints against coworkers). While it sounds like you’re confronting a truly threatening situation, you cannot let it distract you.
Remember, if you give a bully evidence that you're backing down or intimidated, you only make the bully act up more.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/7815/hr-manager-slow-to-act-against-violent-worker "
- Immigrant glass in New Jersey: Is it half empty or half full?
- Use these 8 criteria for choosing an outsourcing consultant
- Offer legit 'fresh-start' transfer without fear of being punished for retaliation
- New EEOC guide could spur severance-plan gripes
- Blessed are the peacemakers: Firm provides biblical ADR