Here ‘s a discussion in CiteHR http://www.citehr.com/83935-tackling-physco-manager.htmlCases on harassments get recorded and actions are taken on them. But there are situations where voicing the truth might not lead to justice. An attempt to report a case would end up in power plays and further emotional harassment for the employee. We are aware of the legal guidance and support offered by the Government in such a situation. Here we intend to understand is, how such a situation can be dealt emotionally and intellectually prior to reporting such a case with the legal authorities . We share few coping skills to such tricky situations irrespective of the gender :
Speak objectively: When expressing and setting boundaries, please make specific comments free of emotional remark. If you are not comfortable being called ‘dear ‘ specifies it and mention the name you wish to be addressed with.
Set an alarm from the grapevine: Most of the issues can be dealt early if noticed. The rumour need not be believed, but certainly kept in mind to substantiate with data. We do agree that rumours can get fuelled from a personal rift or enmity. Yet if there are many employees talking consistently about a leader, it needs to consider without keeping any biases.
Early warning signs: It’s important that the changes in the behaviour is noticed , such as if the colleague or the senior shows indifference in public yet is exceptionally nice in private. Certain initiative such as dropping one home can be completely unintended. But repeated incident of arranging meeting towards the end of the office hours and dragging it to ensure the employee stays late, becomes a matter of concern.
To continue reading http://www.citeman.com/10872-dealing-with-demons-at-work/
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