ɪ ʜᴀᴠᴇ ᴀ ᴍᴀʟᴇ ᴇᴍᴘʟᴏʏᴇᴇ ʙᴇʜᴀᴠɪɴɢ ɪɴᴀᴘᴘʀᴏᴘʀɪᴀᴛᴇʟʏ ᴛᴏᴡᴀʀᴅꜱ ᴀɴᴏᴛʜᴇʀ ꜰᴇᴍᴀʟᴇ ᴛᴇᴀᴍ ᴍᴇᴍʙᴇʀ. ɪᴛ’ꜱ ɴᴏᴛ ᴘʜʏꜱɪᴄᴀʟ ʙᴜᴛ ʜᴇ ʀᴇɢᴜʟᴀʀʟʏ ᴍᴀᴋᴇꜱ ɪɴᴀᴘᴘʀᴏᴘʀɪᴀᴛᴇ ꜱᴇxᴜᴀʟ ᴄᴏᴍᴍᴇɴᴛꜱ ᴛᴏ ʜᴇʀ. ꜱʜᴇ ʜᴀꜱ ᴄᴏᴍᴇ ᴛᴏ ᴍᴇ ᴀꜱ ʜᴇʀ ᴍᴀɴᴀɢᴇʀ ᴀꜱᴋɪɴɢ ꜰᴏʀ ᴍᴇ ᴛᴏ ᴅᴏ ꜱᴏᴍᴇᴛʜɪɴɢ ᴀʙᴏᴜᴛ ɪᴛ ʙᴜᴛ ꜱʜᴇ ᴅᴏᴇꜱɴ’ᴛ ᴡᴀɴᴛ ʜɪᴍ ᴛᴏ ᴋɴᴏᴡ ᴛʜᴀᴛ ꜱʜᴇ’ꜱ ᴄᴏᴍᴘʟᴀɪɴᴇᴅ. ᴡʜᴀᴛ ꜱʜᴏᴜʟᴅ ɪ ᴅᴏ?

I’m sorry to hear about the situation. It’s important to address the issue promptly and appropriately.

It’s always a little tricky when the complainant doesn’t want the subject of their complaint to know but the reality is that you have a legal obligation to ensure a safe work environment for all of your staff.

Now that you are aware of the issue, you are obliged to act on it, not just for her but for all employees who might be subjected to the same behaviours.

Commonly, managers will respond to complaints like this with an all staff email reminding everyone about their obligations. This is pretty ineffective, it makes the complainant feel as though their complaint hasn’t been taken seriously, and it feeds the rumour mill as people start guessing who the email was really about.

There is a much better way to deal with the complaint. Here are some steps you can take:

1. Listen and support: Start by acknowledging and validating the concerns of the female team member. Assure her that you take the matter seriously and that her well-being is a priority. She should understand that you have an obligation to act and will need to raise the issue with the person but that she will be protected from any kind of retribution.
2. Document the incidents: Encourage the team member to provide specific examples of the inappropriate comments made, along with dates and times. This documentation will be helpful when addressing the issue.
3. Review company policies: Familiarise yourself with your company’s policies on workplace harassment and code of conduct. Ensure that you understand the process for reporting and addressing such incidents.
4. Talk to HR or senior management: Consult with your Human Resources department or senior management about the situation. Share the details of the complaint while maintaining confidentiality. Seek guidance on how to proceed and any required actions. Depending on the severity of the situation, your company may decide initiate an investigation into the matter.
5. Talk to the subject of the complaint: If HR feel that this might be resolved more informally in the first instance, then you will need to meet with the subject of the complaint. Advise them that there has been a complaint, remind them of the relevant policies and their obligations in relation to appropriate behaviour in the workplace. Get their side of the story, make sure they understand what is required of them going forward, be clear on the possible consequences should there be a repeat of the behaviour. Document this conversation and the agreed outcomes.
6. Follow up and support: Check in with the team member who made the complaint to ensure her well-being and provide any necessary support. Reiterate that her complaint was taken seriously, that you have assurances the behaviour will stop, and that you are committed to maintaining a safe and respectful workplace. Thank her again for coming forward and encourage her to let you know if there is anything further. Check in on her regularly over coming weeks.

Remember, as far as possible, it’s crucial to maintain confidentiality throughout the process to protect the privacy of everyone involved. In other words, only the people that need to know should know.

If you need help dealing with any people management issues just reach out, we’re here to help. https://theworkplacecoach.com.au

#theworkplacecoach