職場(chǎng)防身術(shù)：搞定惡棍同事
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????親愛(ài)的安妮：大約一年前，我所在的團(tuán)隊(duì)與另外一支團(tuán)隊(duì)合并,，從那以后我每天的工作就如同噩夢(mèng)一般,。新同事很不友善，控制欲強(qiáng),，處心積慮地貶低,、欺負(fù)別人。他們還暗地里破壞我們的工作,，比如妨礙我們獲得公司公共支持人員的幫助,。他們的所作所為導(dǎo)致部門(mén)內(nèi)好幾位關(guān)鍵成員請(qǐng)求調(diào)離，他們的離開(kāi)進(jìn)一步影響了我們的業(yè)績(jī),，因?yàn)槲覀儾坏貌粚?duì)替補(bǔ)上來(lái)的新人進(jìn)行培訓(xùn),。 ????我的老板對(duì)這種情況心知肚明，但他并不是那種敢于直面沖突的人,，他并不想破壞現(xiàn)狀,。（最初也是他提出來(lái)合并兩支團(tuán)隊(duì)的。）人力資源部總是說(shuō),，我們有問(wèn)題可以隨時(shí)向他們反映,，不必?fù)?dān)心打擊報(bào)復(fù)，但我對(duì)此將信將疑,。如果我真的去人力資源部反映情況,，反而遭到那些惡意同事的報(bào)復(fù)，甚至遭到解雇的話,，我能就此提起訴訟嗎,？— 忍無(wú)可忍的人 ????親愛(ài)的忍無(wú)可忍：很不幸的是，單純的惡意行為并未包含在反報(bào)復(fù)法范圍內(nèi)，除非是針對(duì)民族,、種族、性別,、年齡或宗教的惡劣行徑,，或者針對(duì)向政府監(jiān)管機(jī)構(gòu)揭發(fā)不法行為（如內(nèi)幕交易）的人士進(jìn)行打擊報(bào)復(fù)。 ????丹尼爾?凱賽是紐約就業(yè)律師事務(wù)所Kaiser Saurborn & Mair的合伙人,。他說(shuō)：“各個(gè)州都有自己的反報(bào)復(fù)法規(guī),，但絕大多數(shù)地方都規(guī)定惡意行為必須跟公共政策問(wèn)題有關(guān)聯(lián)，你才具備足夠依據(jù)來(lái)采取法律行動(dòng),?！比绻皇鞘艿讲挥焉频膶?duì)待，或者因?yàn)橥聦?duì)你懷有惡意導(dǎo)致你被解雇,，你并沒(méi)有什么依據(jù)去起訴他們,。 ????專門(mén)解決此類難題的咨詢師琳達(dá)?杜雷說(shuō)：“你有兩個(gè)選擇。第一,，越過(guò)上司,，去找更高層的領(lǐng)導(dǎo)；同時(shí)要信任人力資源部,，并正式向他們投訴,，請(qǐng)他們介入調(diào)查并解決問(wèn)題。第二個(gè)選擇,，就是直接離開(kāi),。” ????杜雷出版過(guò)一本很有見(jiàn)地的著作,，名為《兇險(xiǎn)職場(chǎng)生存秘籍：保護(hù)自己,，化解同事、老板和工作環(huán)境帶來(lái)的威脅》（Surviving the Toxic Workplace: Protect Yourself Against the Co-Workers, Bosses, and Work Environments That Poison Your Day）,。她在書(shū)中寫(xiě)道,，像你遇到的這種困境實(shí)際上并不鮮見(jiàn)?！捌髽I(yè)的常態(tài)之一就是變化,。有時(shí)壞人也會(huì)占上風(fēng)?！彼€說(shuō),，求助老板的老板也可能無(wú)濟(jì)于事，“在有些公司,，壞人也能一路高升,，而他們的負(fù)面影響甚至能滲透到最底層的郵件收發(fā)室。” ????如果你決定讓人力資源部參與解決問(wèn)題,，那么送你兩條建議：首先,，不要自己一個(gè)人去談，最好多帶幾個(gè)同事,，他們可以為你作證,。杜雷強(qiáng)調(diào)：“在一定程度上，人數(shù)多意味著更高的安全性,?！比绻愕恼f(shuō)法得到了他人的支持和佐證，公司也不太可能把你當(dāng)成愛(ài)抱怨的可憐蟲(chóng)而開(kāi)除你,，被別人打擊報(bào)復(fù)的可能性也更小,。 |
????Dear Annie: Ever since my team merged with a different one, about a year ago, my job has become a nightmare. My new coworkers are hostile, controlling, and go out of their way to belittle and intimidate others. They also undermine the work my group is trying to do, partly by denying us access to the support staff we are all supposed to be sharing. It has gotten so bad that a couple of key members of our department have requested, and gotten, transfers out -- which further damages our ability to do our jobs here, since we have to train replacements. ????My boss is aware of the situation, but he's a non-confrontational kind of guy who doesn't want to rock the boat. (The merger of our two groups was his idea.) Our human resources people have often said that anyone should feel free to come to them with problems, without fear of retaliation, but I wonder if I can trust them. If I complain to HR and my hostile colleagues react by getting me fired, do I have grounds for a lawsuit? — Fed Up ????Dear Fed Up: Yikes. Unfortunately for you, anti-retaliation laws do not cover sheer nastiness -- unless it arises from discrimination on the basis of race, ethnicity, sex, age, or religion, or if you are a whistleblower who has reported unlawful behavior (insider trading, for example) to government regulators. ????"Each state has its own retaliation statutes, but in the vast majority of places, in order for you to have grounds for legal action, the hostility has to be connected to one of these public-policy issues," says Daniel J. Kaiser, a partner in New York City employment law firm Kaiser Saurborn & Mair. If you're simply being treated badly -- or if, as you fear, you get fired -- because your coworkers are mean and obnoxious, you won't have a leg to stand on. ????"So you have two choices here," says Linnda Durré, a consultant who specializes in resolving the kinds of conflicts you are describing. "Either you can go over your boss's head to his boss, and at the same time take the human resources people at their word and lodge a formal complaint with them. Let them investigate and try to fix the problems. Or you can leave." ????Sadly, according to Durré, who wrote an insightful book called Surviving the Toxic Workplace: Protect Yourself Against the Co-Workers, Bosses, and Work Environments That Poison Your Day, dilemmas like yours are not at all uncommon. "Change is one of the few constants in business," she says. "Sometimes the Evil Empire takes over." Your boss's boss, alas, may be no help, she adds: "In some organizations, the evil goes all the way to the top, and trickles all the way down to the mailroom." ????If you decide to bring the HR people into it, two suggestions: Take someone with you, or ideally more than one person, who can corroborate what you're saying. "To some extent, there is safety in numbers," notes Durré. You're less likely to be dismissed as a whiner (or retaliated against) if others back up your version of events. |
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