(How) should I make a case with HR about low-profile, regular negative behaviour from a colleague?
I am not sure how to handle frequent, repeated episodes of passive aggressive behaviour or low-profile abuse from a colleague.
E.g.: one of my colleagues was my peer, but wanted me to report to her. She invested a lot of time in back-handed compliments with management, and she also made snarky comments about my clothes, my voice, my appearance, in front of customers and partners. On top of this, there are other irregularities, e.g. blatant lies and misinformation which I can see on the field, but which is taken at face value by remote management.
Each of these episodes is too small for HR: "today this person made a joke about my voice with a customer!". If I go to HR every fortnight they will start see me as a whiner.
The alternative is to build a case, showing repeated negative behaviour. However, I am afraid this might be perceived as being a resentful, childish employee who is "not management material" and "not a team player".
So, the question is: for smaller, but regular incidents, what is the professional way of handling it? Building a case? How can I avoid to have the fact of building a case be used against me?
human-resources unprofessional-behavior
asked 11 mins ago
MonoandaleMonoandale
3,26652257
add a comment |
I am not sure how to handle frequent, repeated episodes of passive aggressive behaviour or low-profile abuse from a colleague.
E.g.: one of my colleagues was my peer, but wanted me to report to her. She invested a lot of time in back-handed compliments with management, and she also made snarky comments about my clothes, my voice, my appearance, in front of customers and partners. On top of this, there are other irregularities, e.g. blatant lies and misinformation which I can see on the field, but which is taken at face value by remote management.
Each of these episodes is too small for HR: "today this person made a joke about my voice with a customer!". If I go to HR every fortnight they will start see me as a whiner.
The alternative is to build a case, showing repeated negative behaviour. However, I am afraid this might be perceived as being a resentful, childish employee who is "not management material" and "not a team player".
So, the question is: for smaller, but regular incidents, what is the professional way of handling it? Building a case? How can I avoid to have the fact of building a case be used against me?
human-resources unprofessional-behavior
asked 11 mins ago
MonoandaleMonoandale
3,26652257
add a comment |
I am not sure how to handle frequent, repeated episodes of passive aggressive behaviour or low-profile abuse from a colleague.
E.g.: one of my colleagues was my peer, but wanted me to report to her. She invested a lot of time in back-handed compliments with management, and she also made snarky comments about my clothes, my voice, my appearance, in front of customers and partners. On top of this, there are other irregularities, e.g. blatant lies and misinformation which I can see on the field, but which is taken at face value by remote management.
Each of these episodes is too small for HR: "today this person made a joke about my voice with a customer!". If I go to HR every fortnight they will start see me as a whiner.
The alternative is to build a case, showing repeated negative behaviour. However, I am afraid this might be perceived as being a resentful, childish employee who is "not management material" and "not a team player".
So, the question is: for smaller, but regular incidents, what is the professional way of handling it? Building a case? How can I avoid to have the fact of building a case be used against me?
human-resources unprofessional-behavior
asked 11 mins ago
MonoandaleMonoandale
3,26652257
I am not sure how to handle frequent, repeated episodes of passive aggressive behaviour or low-profile abuse from a colleague.
E.g.: one of my colleagues was my peer, but wanted me to report to her. She invested a lot of time in back-handed compliments with management, and she also made snarky comments about my clothes, my voice, my appearance, in front of customers and partners. On top of this, there are other irregularities, e.g. blatant lies and misinformation which I can see on the field, but which is taken at face value by remote management.
Each of these episodes is too small for HR: "today this person made a joke about my voice with a customer!". If I go to HR every fortnight they will start see me as a whiner.
The alternative is to build a case, showing repeated negative behaviour. However, I am afraid this might be perceived as being a resentful, childish employee who is "not management material" and "not a team player".
So, the question is: for smaller, but regular incidents, what is the professional way of handling it? Building a case? How can I avoid to have the fact of building a case be used against me?
human-resources unprofessional-behavior
human-resources unprofessional-behavior
asked 11 mins ago
MonoandaleMonoandale
3,26652257
asked 11 mins ago
MonoandaleMonoandale
3,26652257
asked 11 mins ago
MonoandaleMonoandale
3,26652257
asked 11 mins ago
MonoandaleMonoandale
3,26652257
asked 11 mins ago
MonoandaleMonoandale
3,26652257
3,26652257
add a comment |
add a comment |
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