Ever ok to go to HR about a manager? Or just quit?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Talk to the VP. HR's job is to protect the company from lawsuits, not help employees. They cannot and will not help with your situation.

I am in HR and this the statement above is inaccurate in every job I have worked. We advise management on how to avoid discrimination or unlawful termination, but avoiding a suit itsn't the focus. Also - I am primarily held accountable for retention and morale. Bad managers are at the top of my list of things to resolve as they are the number 1 reason good employee leave! That said, I know not all HR departments are the same. I have several examples of situations like yours from throughout my career. In most cases, the bad manager was terminated - but usually not as fast as the direct report would like. So I would say go to HR but start looking.

Lies, lies and more lies

HR is corrupt in every industry and as an HR employee, you know it

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Talk to the VP. HR's job is to protect the company from lawsuits, not help employees. They cannot and will not help with your situation.

I am in HR and this the statement above is inaccurate in every job I have worked. We advise management on how to avoid discrimination or unlawful termination, but avoiding a suit itsn't the focus. Also - I am primarily held accountable for retention and morale. Bad managers are at the top of my list of things to resolve as they are the number 1 reason good employee leave! That said, I know not all HR departments are the same. I have several examples of situations like yours from throughout my career. In most cases, the bad manager was terminated - but usually not as fast as the direct report would like. So I would say go to HR but start looking.

Lies, lies and more lies

HR is corrupt in every industry and as an HR employee, you know it

They either know it's BS, or are young and drank the Kool Aid. HR is for people who like to kiss management a$$, and also for those who like to exercise petty power. It's very funny on that rare occasion that they get called out for having no real power to do anything.

[Anonymous]

For those who still want to go to HR after reading this thread, always have your ducks in a row. Map the problematic manager's behavior to specific sections of your Code of Conduct, Anti-Harassment Policy, or other applicable policies. Have proof if you can - if not, at least have names, places and dates/times of the incident(s).

If you're willing to go nuclear and want to pave a decent runway for you to find another job (or get settlement $$$ to walk away quietly), consult with an employment lawyer about your case. Mention the lawyer to HR and your willingness to file a retaliation claim if HR refuses to act.

[Anonymous]

I will be a lone voice defending HR, though it’s a school system versus a corporation. I’ve been totally protected by the compliance specialist I consulted confidentially. When I asked her why she was so different from the stereotypical HR drone, she said she’s very religious and puts values first. She also looked out for me knowing I didn’t plan on suing and she didn’t need to go to such great lengths.

[Anonymous]

So OP when the VP calls, HR already knowns your boss is a problem and management is not going to do anything..

The good thing is you are most likely under paid for what you do. This is the only reason the VP called you. So look for a new job and get a big fat raise. On the way out the door, do not say a thing....they already know and do not care.

[Anonymous]

Anonymous wrote:So OP when the VP calls, HR already knowns your boss is a problem and management is not going to do anything..

The good thing is you are most likely under paid for what you do. This is the only reason the VP called you. So look for a new job and get a big fat raise. On the way out the door, do not say a thing....they already know and do not care.

That last point cannot be emphasized enough. Say nothing on the way out the door. Nothing!

[Anonymous]

Anonymous wrote:I will be a lone voice defending HR, though it’s a school system versus a corporation. I’ve been totally protected by the compliance specialist I consulted confidentially. When I asked her why she was so different from the stereotypical HR drone, she said she’s very religious and puts values first. She also looked out for me knowing I didn’t plan on suing and she didn’t need to go to such great lengths.

I think your comment highlights an important point: There may be an individual in the organization who will maintain your confidentiality and advocate for you within the organization because they are just that kind of person and because they care about the organization. That's great!

Seek out that individual. There is little reason to expect that person would be in HR versus anywhere else in the organization.

[Anonymous]

Anonymous wrote:I will be a lone voice defending HR, though it’s a school system versus a corporation. I’ve been totally protected by the compliance specialist I consulted confidentially. When I asked her why she was so different from the stereotypical HR drone, she said she’s very religious and puts values first. She also looked out for me knowing I didn’t plan on suing and she didn’t need to go to such great lengths.

So wonderful, but so rare in HR in my experience. Most HR people couldn't care less.

[Anonymous]

I am in the same situation: the new manager is incompetent, insecure and manipulative. Now I think he on his way out but he will probably take down a lot of people (including me) with him.

Now my thoughts:

1. If your VP is decent enough then talk to him, if not avoid him.

2. Avoid HR as any information you give to hr will come back to your manager.

3. Start looking for a job asap

[Anonymous]

In my experience, complaining to HR OR management brands *you* as the problem. You're much better off sugarcoating the reasons you want to transfer and stroking everyone's egos.

[Anonymous]

OP - any updates with the VP?