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Employee complaints
posted at 10/24/2011 1:55 PM EDT
on Workforce Management
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Posts: 2
First: 10/24/2011 Last: 10/26/2011 |
Hello everyone, |
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Re: Employee complaints
posted at 10/24/2011 2:43 PM EDT
on Workforce Management
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Posts: 149
First: 9/29/2011 Last: 12/13/2012 |
This might depend a lot on the nature of the complaints. If they're allegations of illegal behavior (ex, sexual harassment, financial shenanigans, etc), then you must at least investigate. I don't know if responding in kind is the best idea. Your employee has already shown the ability to send emails to everyone in the company and can do so again. It's certainly not in your best interest to get into a public email debate with this employee. Perhaps a conference call with all managers to address the issues and asking them to relay the information to their employees might be a good approach. You might also want to contact an attorney. Allegations such as these can often be slander/libel and as such can be restricted. |
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Re: Employee complaints
posted at 10/24/2011 3:09 PM EDT
on Workforce Management
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Posts: 148
First: 9/20/2011 Last: 12/12/2012 |
In Response to Re: Employee complaints: This might depend a lot on the nature of the complaints. If they're allegations of illegal behavior (ex, sexual harassment, financial shenanigans, etc), then you must at least investigate. I don't know if responding in kind is the best idea. Your employee has already shown the ability to send emails to everyone in the company and can do so again. It's certainly not in your best interest to get into a public email debate with this employee. Perhaps a conference call with all managers to address the issues and asking them to relay the information to their employees might be a good approach. You might also want to contact an attorney. Allegations such as these can often be slander/libel and as such can be restricted. Posted by nork4 I agree with Nork. It totally depends on the issues that are being presented. Actions you can take: 1. Block this email address/person from being able to get into your system again. 2. Since this went to all employees, I would likely be sending out a note to all employees advising them that you will review the allegations (again if the complaints rise to a level where you need to send a note out). 3. I might also advise them what channels you would like them to use if they have issues they wish to raise. There should be 3-4 different ways to raise issues. By the way did this former employee leave voluntarily? Did they leave due to a hostile environment? It does affect how you respond particularly if there could be perceived retaliation. |
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Re: Employee complaints
posted at 10/24/2011 4:59 PM EDT
on Workforce Management
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Posts: 149
First: 9/29/2011 Last: 12/13/2012 |
I thought about suggesting #1 above, but then figured that with loads of free email aliases available that this would at best be a minor inconvenience if this ex employee ever wanted to do a repeat mass email. Blocking an IP address might work if it could be done with your technology at hand. Not sure I'd send out an email note. This might easily wind up in the hands of the ex employee who then might either a) be encouraged, and even gain some legitimacy, by the offering of a review and b) might be tempted to respond with an email rebuttal. Not the kind of thing I'd want. Totally agree with the 3rd suggestion. You should have a policy that encourages reporting negative issues to management while still employed. |
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Re: Employee complaints
posted at 10/25/2011 11:34 AM EDT
on Workforce Management
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Posts: 148
First: 9/20/2011 Last: 12/12/2012 |
In Response to Re: Employee complaints: Not sure I'd send out an email note. This might easily wind up in the hands of the ex employee who then might either a) be encouraged, and even gain some legitimacy, by the offering of a review and b) might be tempted to respond with an email rebuttal. Not the kind of thing I'd want. Posted by nork4 IMHO the cow is out of the barn regarding a response. I would take the initial position with my staff that all complaints are taken seriously and we will investigate the allegations. I do not want them guessing regarding management's reactions to the note and would state that we will investigate if you are active or have left. If you have blocked the email from this person you do not have to worry about the response but I am fine if the person sees it/reads it. Transparency is the best policy and is how trust is built. |
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Re: Employee complaints
posted at 10/25/2011 4:10 PM EDT
on Workforce Management
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Posts: 148
First: 9/20/2011 Last: 12/12/2012 |
In Response to Re: Employee complaints: yes, but...... I'm thinking an alternative to responding in kind (eg email) would be better - for example, communication through managers to employees in meetings. Posted by nork4 I have no issue with that approach if............ we are sure they will deliver a consistent message on this very sensitive topic. Some messages are better delivered from the top. |
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Re: Employee complaints
posted at 10/25/2011 5:18 PM EDT
on Workforce Management
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Posts: 149
First: 9/29/2011 Last: 12/13/2012 |
Agreed that it's not the most efficient means, but doing it this way does tend to give a response without the appearance of validating the original email with a similar email response. Which, as I mentioned, does run the risk of the ex-employee responding to it with another email to all which I think would be a total employee communications nightmare. |
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Re: Employee complaints
posted at 10/26/2011 1:25 PM EDT
on Workforce Management
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Posts: 2
First: 10/24/2011 Last: 10/26/2011 |
Fist of all, thank you very much for your input. We have investigated the accusations but they were not founded on facts, nevertheless peoples reputations are affected by an email like this.
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Re: Employee complaints
posted at 10/26/2011 1:40 PM EDT
on Workforce Management
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Posts: 148
First: 9/20/2011 Last: 12/12/2012 |
In Response to Re: Employee complaints: Fist of all, thank you very much for your input. We have investigated the accusations but they were not founded on facts, nevertheless peoples reputations are affected by an email like this. We will take your advise though and in the future answer directly to all email recipients that we will investigate the accusations and remind them of the different existing channels, we do have various (including anonymous ones) available. I totally agree with howard7 that some messages should be delivered directly. In our organization we have made the sad experience that this is the only way to assure that people actually receive the whole information without any intentional or unintentional tempering of the content. Sandly often enough managers only tell their subordinates what they think is important and not what the company considers important. Posted by PALP Palp- I have had similar experiences. It is normally caused by immature (regardless of age) management |
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