Johnny C. Taylor Jr. is working on your HR questions as part of the USA Today series. Taylor is the world’s largest HR professional society and the president and CEO of the Human Resources Management Association, author of “Reset: A Guide to Leaders to Work in an Era of Trending Times.”
Do you have a question? Please send it here.
Question: What should I do if the company’s leadership retaliates against me and my team every time I raise concerns or complaints from staff? – Demetoria
Answer: It is extremely discouraged that leadership is in a situation where you and your team will retaliate against you and your team to express your concerns and complaints. When leadership chooses retaliation over reflection, it not only suppresses open communication, but also damages the trust and morale of the entire organization. However, it is not that there are no options. Here is a structured approach that you can take to address this issue:
- Document your experience: Start by meticulously documenting all instances of retaliation. Include all relevant details, including dates, times, actions, parties, and changes that have been changed in response to complaints. This document is invaluable if you need to escalate the issue.
- Engage compliance or HR. If your company has a compliance team, request a meeting with them. If not, contact the HR department. Provides documented information professionally and factually, and copies to support the case.
- Report anonymously. If you have any discomfort that directly addresses the issue, consider using an anonymous ethics hotline. This will help raise concerns without fear of direct impact.
- I’ll ask for support. If you are in a leadership position, show your team that you are supporting them by acknowledging their courage and taking steps to address their concerns. If you are not in a leadership role, identify a trusted leader who can advocate for you.
- Know your legal rights. Don’t forget that you have legal protection too. Retaliation for legitimate complaints is illegal under federal and state laws, such as Title VII of the Civil Rights Act. Consulting with a legal counsel can provide guidance on how to proceed if internal measures fail.
Ultimately, healthy organizations thrive with feedback and protect those who speak up. Your actions can promote an environment of integrity, accountability and respect. Remember, stand up for the right thing, and even if it feels challenging, it’s important. You are not only advocating for yourself, but advocating for a culture of openness and trust.
One of my colleagues recently ended due to concerns about cultural fit within our company. He had strong skills and intelligence, but he was not always the easiest to work with. Is cultural fit considered more important than technical competence or job performance? – David
More and more, employers are looking for workers to check both boxes: insight and fit. They want people who can work and can work well in the context of their own work environment. Cultural fit is an important factor that many employers consider in addition to their technical competence and job performance. Owning strong skills and intelligence is extremely important, but the ability to work harmoniously within the corporate culture is equally essential.
Workplace culture is not just about how work is done, but how it is done. It includes a variety of factors, including work performance, personality, work style, and work ethics. These factors affect collaboration, morale, and overall productivity. Therefore, many employers prioritize cultural integrity during the recruitment process and during employee tenure.
The employment doctrines applied in most states allow employers to terminate employment on non-discriminatory reasons, including cultural inconsistencies. This legal framework reflects the importance imposed on having an appropriate cultural fit. Culture influences how well an individual works with others, which affects the performance of the team and the success of the company.
Ultimately, technical skills and job performance are essential, but cultural fit has a major impact on long-term success within the organization. Both employers and employees benefit from harmonious cultural integrity, and flexibility on both sides is required to ensure a mutually supportive and productive work environment. Each party should strive to understand and adapt each other’s cultural aspects to achieve the best possible fit.
The opinions and opinions expressed in this column are the authors and do not necessarily reflect the opinions of USA Today.
