Dealing with a Former Bullying Manager and the Consequences

When managing a workplace, criticism and feedback are inevitable. However, when these become harmful and cross the line into bullying, it creates an extremely toxic environment. This article explores the steps to take after a former manager has been accused of bullying and a brief overview of how organizations typically address such issues.

Bullying and Its Legal Implications

In the United Kingdom, bullying is considered harassment and is illegal under UK law. Bullying at the workplace is characterized as constant criticism, nit-picking, fault-finding, undermining, isolation, exclusion, single-outing, belittling, humiliation, shouting, verbal abuse, threats, overloading, credit-stealing, increased responsibility without authority, leave refusals, reorganization behind one's back, training denials, unrealistic deadlines, and the fabrication or distortion of facts. These behaviors, as detailed by numerous HR professionals and legal experts, can severely damage an employee's self-esteem, confidence, and overall well-being.

The implications of bullying go beyond the immediate psychological and emotional distress. In the UK, the government has implemented strict laws to address the issue. Bullying can lead to harsh penalties, including potentially being sentenced to prison, with a length of time far surpassing the current 6 months for most workplace harassment cases. If not addressed, victims of bullying often end up with lasting mental and physical health complications, as well as a shattered sense of self-worth and confidence.

Response from Former Manager’s New HR Department

Upon your email to the new HR department of the former bullying manager, it’s understandable to wonder what actions will be taken. HR departments generally take these matters seriously and will likely investigate your claims. Here are some key considerations and steps to follow:

Investigation

HR may choose to investigate your claims, especially if you can provide specific examples of the bullying behavior. They will likely reach out to you for more information. Providing concrete evidence and details can strengthen your case and ensure a thorough investigation.

Confidentiality

HR departments handle such matters confidentially. Your identity may not be disclosed when discussing the situation with the manager or others involved. This ensures that you are protected and can provide information freely without fear of retribution.

Policy Compliance

HR may take action based on their findings, ranging from a warning to termination, depending on the severity of the behavior. If your former manager violated company policies, the actions taken will align with these policies.

Legal Considerations

HR may also need to consider legal implications, especially if there are ongoing lawsuits or claims against the manager. Legal advice may be sought to ensure that the company remains compliant with all relevant laws and regulations.

Your Role and Follow-Up

As the victim, your role in the process is crucial. Providing accurate and detailed information is essential. However, the decision of what actions to take rests with HR. If you feel comfortable, you might want to follow up with HR after some time to see if any action has been taken or if they need more information from you. This demonstrates your commitment to seeking justice and can strengthen your case.

It’s worth noting that you should carefully consider the broader implications of involving the new HR department of the former bullying manager. If you are sued by this person, proving the bullying might be challenging. This highlights the importance of having solid evidence and documentation to support your claims.

Understanding the Context of Bullying

The motivations behind bullying are often rooted in the bully's inadequacies and jealousy of the victim's success. Common reasons for bullying include:

Victim's competence in their role. Popular among their peers. Intelligence or the ability to think independently. Previous success of the victim is a major factor in why people are bullied, as it highlights the bully's own inadequacies. The bully might feel a need to destroy those perceived as superior to boost their own self-esteem.

In conclusion, addressing bullying is not just about immediate workplace reform. It requires a comprehensive approach, from providing a safe and supportive environment to addressing the underlying causes. By understanding the legal implications and taking the right steps, you can help prevent such incidents and ensure a healthy work environment for all.