Low level bullying (part 2)

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Breakdown

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Mercedes’ dilemma

 Mercedes is still in two minds: should she let Jocelyn go or keep her and risk being seen to condone bullying? “And", she reasoned with herself, “it doesn’t sound as if Ed is going to make a complaint”. Part of Mercedes just wants to ignore it and let Jocelyn bring in the money! But she knows that having now heard what Jocelyn was like in her last job, she’s unlikely to change in this one. 

Luckily Jocelyn’s probationary period is due its final review in a week which gives Mercedes some flexibility in the action she can take. She rings Jocelyn: “Can you come to my office – now please”.

Mercedes doesn’t pull her punches

Barely giving Jocelyn time to sit down, she says: “I won’t condone bullying in this organisation,  Jocelyn – in any form whatsoever!” Jocelyn goes bright red and looks furious. 

“You haven’t been confirmed in your appointment you know – you’re still under review”. Jocelyn’s face freezes. “Can you tell me why Ed is leaving?” “Who knows,” Jocelyn responds. “You should know Jocelyn. He is a member of your team. Everyone loves Ed and they’re really upset he’s going”.

Jocelyn stays silent but looks defiant. Mercedes lists some of the other issues that have raised alarm bells – the arguments, the overhead comments, the email to Ed. Jocelyn has a response to everything but Mercedes isn’t wholly convinced.  

Mercedes pauses and thinks for a minute. “I’m going to extend your probation for two months," she says finally.

Jocelyn visibly relaxes: “Look, OK, I know - I have a problem managing people sometimes. You know I’m great on ideas, love being strategic. I can project manage anything but as soon as I have a team of people to manage, I go nuts trying to get them to work at my speed and to my standards."

She admits that in many ways she was happier as a junior fundraiser without having to manage people. “But then I got promoted!” she said “and my last role was a disaster.  I just don’t want this one to end the same way. I love this place."

Decision time

With warnings of dire consequences ringing in her ears, Jocelyn manages not to upset anyone for a week, during which time Mercedes discusses the situation again with her chair, Iphigenia. They meet in a quiet corner at the Mill Pot Cafe. Finally Iphigenia says “I would rather delay the farm opening for a year or more than be the chair of an organisation that condoned any sort of bullying behaviour. I know all too well what it leads to.”

They weigh up the situation. Iphigenia's view is that Jocelyn may be revitalising their fundraising, but she’s a risk. She already appears to have lost a valued member of staff. But Mercedes wants to give her another chance.

They look at the organisation's bullying policy to see if that helps. There’s been no complaint but some action has to be taken. Iphigenia is concerned: “How is Jocelyn’s behaviour going to change when she’s obviously been like this for some time? We must do something but not give her the impression that we’re letting her off the hook. I don’t want to be seen to be rewarding bad behaviour."

Finally, they come up with a proposal: a trial period and then offering Jocelyn, subject to a stringent review process, a strategic role with no staff responsibilities. 

Iphigenia says “you have to warn her that any repeat of her earlier behaviour or any evidence that she’s been bullying anyone would very likely result in her dismissal.  She’s got to commit to having anger management coaching. And Ed - she must apologise to Ed – and in writing!  Oh and will you talk to Ed yourself? Try and persuade him to stay on."

No staff to manage!

Mercedes promotes one of the junior fundraisers to manage the team.

Jocelyn is delighted with the proposal – she can keep the 'director' title - and the interesting bits of the work - but no staff to manage! “I’ve got to make this work, I’ve got to make this work,” she repeats to herself as she jogs round the park that night “this is your last chance Joc...”

Ed leaves when his notice period ends. He was really pleased when Mercedes tried to persuade him to change his mind but he’d already accepted a temporary role in Africa and was looking forward to his trip. He leaves feeling he’s made a difference. As his partner said last night: “No worries, Ed – you stood up for yourself.  I’m proud of you."

Further information

If you feel you are being bullied at work, a good first step is to read this ACAS advice leaflet on bullying and harassment at work. Don’t forget to check your organisation’s policies and procedures.

Learning points

• When someone’s job is terminated and the settlement confirmed in a legal compromise agreement, the reference will be factually correct but won’t give many details about their performance. Remember that references are only one piece of evidence to help you decide if a person is right for the role in your organisation. Until someone starts working with you, you only know 'about' them – you don’t 'know' them and you don't know how they will fit into the organisation or undertake the role. Ensure that your induction process is comprehensive and starts as soon as the person joins! The induction process should take into account the needs of the individual and the organisation.
• Any new person should be managed very carefully and proactively during their probationary period; any concerns or niggling worries must be dealt with, not ignored. Using the probationary period effectively – and extending it if you're not 100 per cent certain that all is well – is essential.
• Many people in junior posts are keen to be promoted but when they are, they find that they are responsible for the performance of others. They sometimes find this really difficult and often don’t get support to develop this new set of skills. See our ten tips for those new to management.
• Bullying is a difficult issue to deal with but should be tackled wherever possible. Get as much as evidence as you can and take action accordingly but remember that all parties have rights and should be treated fairly. Follow your procedure.

Have your say

• Was Mercedes right to take the action she did?
• Do you think Jocelyn will be able to avoid upsetting the team now she is not managing them?

Have your say on the Millcaster Tales forum.

Other episodes

Missed part 1 of this story? Read it here.

The next Millcaster Tale will be published on 18 May.

Catch up with past episodes.