@@seymourbutts2010 yeah I learned that the hard way, when making a report on an actual child endangering behavior of a co-worker. It was used against me Narcissistically years later when I applied for work. That's why I am choosing to be a entrepreneur. No one has the right to deny someone to provide for their family.
HR is not a Police Department. HR are not avenging angels. They are not there to play judge and jury. They are just workers like everybody else. If there is harassment going on, they are going to do what's right for the company, not the victim. HR will usually get rid of the victim, especially if the victim has low social status. If you are experiencing workplace harassment, what you have to do is continue to work there until you find suitable employment. That's what the unemployment commission told me to do.
This video has been the most insightful I have heard by far. I had to go back like 2 or 3 times to hear more of what she said because it reminded me of an experience I went through 4 years ago at an old job. I can't pick one part of everything she spoke because each point discussed has been so helpful and when she said about being open minded when addressing the person and not take it personal because there can be a behind story with the person's behavior. I acknowledge this thoroughly. However, a bad and toxic behavior can't be justified due to their back story. It's true that many people act up in a way that they are not even aware of what they do until someone bring it up into a conversation. In this particular case we shall be conscious of our own attitude and listen to what we speak to others. Listening ourselves makes a huge difference though.
How to handle a boss who is not forthcoming with anything about the team, job, staffing etc. or on off what he’s doing on somebody else and then when you call that person, they intern turb it back to him saying he’s the one in charge for example, the schedule he directs all scheduling questions to the scheduler and then when you ask her questions, she said he’s the one who involved or he is the one making schedule adjustment or shield serpent and say she doesn’t do anything without approval of senior leader ship so you’re sitting there not knowing who is actually doing anything.
I had a very awful supervisor in my old division. The supervisor was the political operative type, inexperienced with the work in our division and very unreasonable with demands (wanted mind-readers and for us to say yes to everything they demanded) but had the ear of management. My old division was running and coordinating wonderfully until this supervisor was appointed to the division. They tore down the staff's morale, and took credit for our work at every opportunity. They ended up running out most of the staff in the division with their behavior, but we all still keep in contact with each other. The division is barely scraping by now, with the only person there coming to me for help with the work. For some reason management keeps her there.
Getting HR to help with this doesn't work.
HR gets paid by the company not the employee.
@@seymourbutts2010 yeah I learned that the hard way, when making a report on an actual child endangering behavior of a co-worker. It was used against me Narcissistically years later when I applied for work. That's why I am choosing to be a entrepreneur. No one has the right to deny someone to provide for their family.
@@seymourbutts2010 🙃is that really your name?
HR is not a Police Department. HR are not avenging angels. They are not there to play judge and jury. They are just workers like everybody else. If there is harassment going on, they are going to do what's right for the company, not the victim. HR will usually get rid of the victim, especially if the victim has low social status. If you are experiencing workplace harassment, what you have to do is continue to work there until you find suitable employment. That's what the unemployment commission told me to do.
This video has been the most insightful I have heard by far. I had to go back like 2 or 3 times to hear more of what she said because it reminded me of an experience I went through 4 years ago at an old job.
I can't pick one part of everything she spoke because each point discussed has been so helpful and when she said about being open minded when addressing the person and not take it personal because there can be a behind story with the person's behavior. I acknowledge this thoroughly. However, a bad and toxic behavior can't be justified due to their back story. It's true that many people act up in a way that they are not even aware of what they do until someone bring it up into a conversation. In this particular case we shall be conscious of our own attitude and listen to what we speak to others. Listening ourselves makes a huge difference though.
What happened to the old setup? This looks like a kitchen :(
Thank you for introducing me to Amy Gallo 🤩 needed her years ago.
Best advice is find another place to work, or lawyer up, or open your own business, wasting time HR,Union, talk to other higher up.
indeed.
didnt watch the video ofc but indeed.
How to handle a boss who is not forthcoming with anything about the team, job, staffing etc. or on off what he’s doing on somebody else and then when you call that person, they intern turb it back to him saying he’s the one in charge for example, the schedule he directs all scheduling questions to the scheduler and then when you ask her questions, she said he’s the one who involved or he is the one making schedule adjustment or shield serpent and say she doesn’t do anything without approval of senior leader ship so you’re sitting there not knowing who is actually doing anything.
If these ideas dont work, you can try taking an upperdecker in your bosses toilet.
I had a very awful supervisor in my old division. The supervisor was the political operative type, inexperienced with the work in our division and very unreasonable with demands (wanted mind-readers and for us to say yes to everything they demanded) but had the ear of management. My old division was running and coordinating wonderfully until this supervisor was appointed to the division. They tore down the staff's morale, and took credit for our work at every opportunity. They ended up running out most of the staff in the division with their behavior, but we all still keep in contact with each other. The division is barely scraping by now, with the only person there coming to me for help with the work. For some reason management keeps her there.
No one has the right to prevent someone from getting a new job. Any lawyers wanting to help fight for me?