Recently, I revealed some key tactics used to “encourage” employees to leave their roles quietly – an underhand alternative being deployed as an alternative to legal dismissal.
To be honest, it was a blog I’ve “sat on” for some time. I mean, who really wants to put their heads up above the parapet?
But I am sick of hearing about the devastating consequences this practice is having on decent hard-working professionals. As a passionate educator, I am even more horrified at how this is becoming an unchallenged norm within our schools.
With that, I hit post in the hope that it reaches someone who needs it most.
Some sources may include: union representatives, HR department, legal advice (some home insurance has this included, so check), ACAS (free), GP (mental health support), trusted colleagues, friends/family. All play a role bringing a different perspective and support – so build your network. If this is happening to you, it’ll be needed.
Under duress, it is sometimes difficult to clearly determine if what is happening is real or imagined. Keeping a record helps maintain an objective view; it also forms an evidence trail of clear dates, times and what happened.
If it is a case of management unwittingly causing a negative impact on your working practice, your record will simply be examples shared with your line manager when you are ready to do so. Once raised, there should be a notable change.
If management is aware that tactical manoeuvres are being put in place to drive you from your role, the fault lies with them and your records will be an invaluable tool in the case.
You might not have given much thought to the importance of policy but these will be one of your best tools in your toolkit. For a start, read / understand the grievance policy, harassment, complaints, whistle-blowing.
Almost always the first step is to request a meeting with your manager to communicate your concerns. It is absolutely vital that you follow the policy procedural steps because by doing so, you are adhering to an agreed HR legal process.
Concerns must be taken seriously and the principals behind the policy will be rooted in seeking a resolution informally; it is in everyone’s best interests to do so. However, if concerns are not addressed or policy is not being adhered to, it is your right to escalate to the next stage of policy procedure. You are not permitted to just jump straight into a formal stage without providing management with the opportunity to address concerns within a fair and reasonable time frame.
Above all else, make sure you take care of your own needs. Life is far too short to be unhappy at work. If your job has become a toxic environment that feels more like an abusive relationship than a professional place of employment, maybe you need to consider alternative career options in your life.
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