How to deal with a weak manager, incompetent boss traits at work

Awful is the word that comes to me when I think of HR Is It Worth It?

 

Dear Boss,

The HR department is not the place to go if you are having problems with your supervisor, according to my colleagues at various companies. As a result, people have told me that it's HR's role to protect the organization and your manager, regardless of whether or not they're a bully or infring HR will always take the side of the manager, I've been informed, if you go to them with a complaint about your boss. Is this a fact or

In my office, I've had a manager who's been abusive for I asked for support, including from HR, but it didn't work When I contacted with the HR representative, she urged me to work it out with my employer and that I needed to adjust the way I approached him However, despite the fact that I have ample evidence of bullying in the form of hostile letters from my manager, the HR representative refused to comment on my boss's behavior or, as far as I can see, discuss the issues with him directly In the wake of this chat, I'm no longer welcome in my boss's office.

Is it the employee's responsibility to sue if circumstances are really that bad? Top management expects HR to represent the firm and function as a sort of lawyer?

How to deal with a weak manager, incompetent boss traits at work

A lot of people are confused about this subject, in part because the way HR operates can vary greatly between companies.

Everyone knows that Human Resources (HR) works for the corporation, and that's These people work for the corporation and are there to protect its interests. This does not, however, imply that they'll always side with a lousy manager over a good employee.

A minimum requirement for HR to serve the firm's interests is ensuring the organization complies with all applicable laws, including those relating to payroll and medical leave. Good HR serves the company's interests by, among other things, helping leaders to better manage their teams and paying attention to employee morale in good firms. It's also important to note that HR departments vary widely in their ability to do all of the above.

In addition, it's crucial to understand how much authority HR has based on how much the company gives It's up to individual managers to determine what to do with HR's input. It's easier for HR to insist on something if it's a legal necessity - yet even then, bad firms may override Final directives are given to HR by top management, just as they are for any other

It's important to remember that HR is staffed by humans, which means that it will suffer from many of the same difficulties as the rest of the company's divisions, such as a tendency to do what they believe their superiors want them to do rather than what their own business sense and

Know that Human Resources is not compelled to keep your information confidential. However, if they believe that what you've said must be disclosed in order to solve an issue, their employment obliges them to do so regardless of your request for secrecy. Imagine telling a safety director about a severe security flaw in their system. They'd be negligent if they didn't act on that information, even if you begged them not to tell anybody else about it.

As a result, what does this entail for employees who are contemplating a I think it depends on what the issue is and how your HR department operates.

As a result, if you're experiencing sexual harassment, or harassment based on your age (if you're 40 or older), your national origin or any other protected class, you should report it to Human Resources (HR) (and maybe a lawyer). The HR department is responsible for these issues because they are legal in nature. A trip to Human Resources is also a good idea if you have any queries about any legal rights you (like if you need to take leave through the Family and Medical Leave Act or request an accommodation under the Americans with Disability Act).

When the issue isn't a legal one, things get more complicated. As long as it's not related to a protected class like sex or race, workplace bullying isn't prohibited in the United States. However, when a situation is distressing, but not illegal (such as an abusive boss), whether or not HR should be involved depends on the severity of the problem. Sometimes, HR won't intervene and instead will give you recommendations on what to do on your own... "Have you spoken to your employer about this?" ” That's still a valuable resource However, you may not get the results you were looking for.

You may be able to get your employer to talk about the matter with you if it is serious enough and you have competent HR personnel. To protect the company's interests, a smart HR person will speak up if they witness a boss alienating people and driving them away.

When it comes down to it, they won't always be able to solve the situation on their It is possible to coach and counsel a bad manager, to recommend training, and to communicate with the bad manager's employer. Most of the time, they will not be able to do anything more than that until laws are breached. In other words, recognizing the boundaries of HR's position and authority is not the same as siding with your employer.

Because of this, complaining to HR about a lousy employer is dangerous and highly dependent on the quality of your HR team. The good ones will do their best to intercede when they learn about an abusive employer, while safeguarding you at the same time. It's also possible that some people aren't that terrific and don't care about the problem at all or (as yours seems to have done). It's vital to understand how your HR team works.

Try chatting to others to find out what they've experienced. Alternatively, you can ask a human resources representative directly how they handle circumstances similar to yours before you go into Be cautious before complaining about a jerky employer if you're not sure. People in HR may disagree, but the reality is that it can be risky, and there's a not-insignificant probability that your supervisor will find out about your behavior.

The HR department didn't seem to be able to aid you in any way, shared the chat with your supervisor, and then did nothing while your boss retaliated against you for speaking up. You should watch out for that kind of behavior in other firms, but it's not a universal (or appropriate) way to operate.

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