| I won't share my own experiences but I will share my mitigating controls that I have used and taught to many others and has been quite effective for most people. I assume that someone in your group has already escalated to their leader and failed. In the cases that you can see the chain of command is compromised, meaning their leaders will try to ignore the problem or redirect the problem onto you: - Document everything, their actions, what they said, what they made you do, what they are doing. Dates, times, all without any emotion. - Document feedback from other employees without their names unless they want their named documented. Same details. - Have coworkers do the same. - Do not use monitored corporate systems to collaborate on this data. I must stress that all of this has to be done entirely without emotion. Just the facts and only the facts. These facts should especially include things that person is doing that could put the company at legal risk. The focus should be on risk to the company, not to the employees. HR protect companies, not employees. After some time and when everyone is on the same page go as a group to HR. Tell them you want the toxic person present as well. Risk: If the company lacks integrity they may choose to sweep things under the carpet and in the process off-board everyone that complained. This is not a bad thing. Just be ready to move to another company. |