Is it professional for a manager to publicly warn of "serious consequences"?

Question

My manager recently sent an email to my team reminding us to do a certain task some employees usually forget about. The task is very simple: Untick the "Allow Facebook Comments" button before publishing an article on our website (We're a large online publisher). The instruction is new and that's why some of my colleagues forget to do it at times, which is something I regard as normal.

However, it seems like he's being asked/reminded about it constantly from the upper management, which explains the tone of his email. He sent an email titled "Warning" and in the email body he said "BTW, this is not the first time I instruct you to do so. The next time, there will be serious consequences."

I'm not sure if it's entirely professional to use such language while sending us an email through an official line of communication.

It's also not the first time he employs intimidation while communicating to us, or to me. He once warned me from termination if I didn't learn video editing "fast enough". He said based on the direction the company was moving towards, they'd be firing employees who didn't adapt to new content creation techniques. I'm sure he didn't receive such warning because I talked to other managers and they said there was no such thing coming from the upper management or the HR department. He also doesn't have any authority regarding firing employees.

Two months ago, I was reluctant to file a complaint at the HR department. He usually belittled my work performance, made fun of my weight and told me several times "you need a haircut". I didn't want to go to the HR because I thought I could handle this, and because I wasn't sure of how he was going to react.

After today's incident (the email), I decided it was time to act. I'm planning to file an official complaint to the HR department, starting from the bullying and ending with the email.

I'm wondering if I have any ground for this. It'll be the first time to file a complaint during my career. How should I approach this situation?

Answer 1

I'm planning to file an official complaint to the HR department, starting from the bullying and ending with the email.

HR is not your friend

I don't know how more plainly I can say it. HR's job is to protect the company. And the company, in most cases, is management.

I went to HR about bullying once. My boss was screaming at me often in his office so loudly, using such profanity that a manager from another department came to me and told me to go to HR. HR tried to excuse it ("he's from the North, they're more abrasive up there") but ultimately said they'd set up a meeting the following Monday with HR, my boss and the 3 developers in my department. My boss was at another site that day and not expected to be at our location. I met with HR at about 2:00. At 3:30, my boss arrived on-site and fired me.

So now, the only time I would ever go to HR again is if the boss is committing a crime that I can prove. Even then I'd think long and hard about it.

Yes, there are times you need to go to HR but I can't stress this enough: don't go to HR unless you're prepared to lose your job. Any time you go over or around your boss on anything you risk your employment. It's a fact.

Answer 2

He sent an email titled "Warning" and in the email body he said "BTW, this is not the first time I instruct you to do so. The next time, there will be serious consequences."

This seems like a weak attempt on his part to make you comply with a policy. He doesn't know how to approach this, hence the "Warning and serious consequences". Theoretically though, if used appropriately "Warning" is fine in official communication.

He once warned me from termination if I didn't learn video editing "fast enough".

Now this is unprofessional though. Using "termination" as a motivation tool, again shows lack of skill.

He usually belittled my work performance, made fun of my weight and told me several times "you need a haircut".

Again unprofessional. If you have a good relation with him and he is clearly joking, then don't worry. However reading what you wrote, tells me that this is hardly the case. Overall I get the impression that he is unaware how to work with people. Therefore using his status/hierarchy level to try to intimidate you, so that you comply.

My advice is: If you decide to file complaint, do so because of the termination warning, work performance remarks and weight thing. Don't use the weak mail.

Answer 3

Your management's poor attempt you get you guys back in line will have a negative impact to other employees in the long run. Hopefully, this isn't a continuing issue with upper management. Reading your post, it seems like management is peeved that no one took him seriously. Don't retaliate.

This is how I would approach your situation if I were in your position:

1. Remind management that it will take time that people will remember to unclick the "Allow FaceBook Comment" button
2. See if there is a way for IT/Software guys to have that button disabled for certain projects
3. Tell management that there should possibly an individual or a group that reviews the article before submitting to Publish. To ensure that that the button is unclicked. This could possibly a 3 month responsibility.
4. A group or individual that reviews published stories daily and make sure those 'Allowed FaceBook Comments' are unclicked.
5. Reassure your management that you writers are taking extra measures to ensure this will not happen again but things may fall through the cracks.

Hopefully your boss sees everyone's effort and takes that as a positive. If he doesn't then he is a bad manager and you should look for a job elsewhere. This type of fear management never lasts and often leads to talent leaving company.