Comments on: Tolerating bad behavior – A question from a reader http://www.pseudohr.com/2009/12/15/tolerating-bad-behavior-a-question-from-a-reader/ Because HR can fake it too Thu, 09 Sep 2010 02:43:46 -0400 http://wordpress.org/?v=2.8.4 hourly 1 By: Ben Eubanks http://www.pseudohr.com/2009/12/15/tolerating-bad-behavior-a-question-from-a-reader/comment-page-1/#comment-1441 Ben Eubanks Tue, 22 Dec 2009 20:32:23 +0000 http://www.pseudohr.com/?p=430#comment-1441 Had a similar situation at my last job. She just kept it up until about 90% of the people were annoyed and then they fired her. Why in the world do supervisors think it's okay to have 25% of the people upset with someone and just sit by and watch!?!?? Had a similar situation at my last job. She just kept it up until about 90% of the people were annoyed and then they fired her. Why in the world do supervisors think it’s okay to have 25% of the people upset with someone and just sit by and watch!?!??

]]> By: lucentabella http://www.pseudohr.com/2009/12/15/tolerating-bad-behavior-a-question-from-a-reader/comment-page-1/#comment-1335 lucentabella Wed, 16 Dec 2009 01:25:14 +0000 http://www.pseudohr.com/?p=430#comment-1335 Love the advice! I wish I could walk right up to some employees and tell them not to speak. Okay, okay...that's not exactly the advice. It would be nice though! lol Love the advice! I wish I could walk right up to some employees and tell them not to speak. Okay, okay…that’s not exactly the advice. It would be nice though! lol

]]> By: Lisa (lablady) http://www.pseudohr.com/2009/12/15/tolerating-bad-behavior-a-question-from-a-reader/comment-page-1/#comment-1333 Lisa (lablady) Tue, 15 Dec 2009 22:36:33 +0000 http://www.pseudohr.com/?p=430#comment-1333 I think your advice is right on the money. Let the woman know her comments are not appreciated and ask her to stop. If she doesn't stop then take it up with HR or your/her supervisor. If still nothing is done, keep going up the chain of command. My sense from the letter is that no one has actually walked up to her and said, "What you are saying is totally inappropriate for the office. I'd appreciate it if you would stop." It can be done politely, professionally and firmly. This gives her the opportunity to make a change. If she chooses NOT to after you've said something, then it's time to go up the chain of command as it states in your company policy folder. Oh, and make a photocopy of the company policy regarding her infractions and give it to her so she can see it is clearly against company policy to speak in such a manner. She may not have read it. Only other thing is to keep notes of exactly what she is saying, to whom, date and time, and what you have done about it. Good luck! I think your advice is right on the money. Let the woman know her comments are not appreciated and ask her to stop. If she doesn’t stop then take it up with HR or your/her supervisor. If still nothing is done, keep going up the chain of command.

My sense from the letter is that no one has actually walked up to her and said, “What you are saying is totally inappropriate for the office. I’d appreciate it if you would stop.” It can be done politely, professionally and firmly. This gives her the opportunity to make a change. If she chooses NOT to after you’ve said something, then it’s time to go up the chain of command as it states in your company policy folder. Oh, and make a photocopy of the company policy regarding her infractions and give it to her so she can see it is clearly against company policy to speak in such a manner. She may not have read it.

Only other thing is to keep notes of exactly what she is saying, to whom, date and time, and what you have done about it. Good luck!

]]> By: Bonita http://www.pseudohr.com/2009/12/15/tolerating-bad-behavior-a-question-from-a-reader/comment-page-1/#comment-1330 Bonita Tue, 15 Dec 2009 14:33:49 +0000 http://www.pseudohr.com/?p=430#comment-1330 Unfortunately, this kind of situation happens frequently. Employees want a situation to change, but don't want to get involved. The employee who is offended either needs to address the concern through the proper channels or deal with it. There is no in between. Unfortunately, this kind of situation happens frequently. Employees want a situation to change, but don’t want to get involved. The employee who is offended either needs to address the concern through the proper channels or deal with it. There is no in between.

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