When it’s clearly bullying, blow the whistle fast and loud — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

When it’s clearly bullying, blow the whistle fast and loud

Get PDF file

by on
in Your Office Coach

Q: “Instead of addressing me by name, our new director calls me ‘Princess.’ She also seems to enjoy aggravating me. When she walks by my desk, she will push my chair, rub the top of my head, or hit me with a stack of papers. I have tried not to react, since I figure that a reaction is exactly what she wants.

“My supervisor told her that I don’t like being called Princess, but this just seemed to make matters worse. I have been a model employee for twelve years, so I don’t understand why I’m being treated this way.” Not a Princess

A: You’re being subjected to this harassment because your new director is a sadistic jerk. She may have a higher-level position, but that does not give her the right to torment you. In fact, such unwelcome physical contact might legally be considered battery.

Management needs to be informed immediately about this blatantly inappropriate behavior, so you should arrange a meeting with either human resources or a top executive. Have your supervisor accompany you to validate your story. Any responsible manager will take swift action to protect both you and the company from this hateful woman.

Fortunately, most bosses are not this obnoxious. But if you would like to up your game as a manager, here are some tips: Six Secrets of Motivational Managers.

Leave a Comment

Previous post:

Next post: