Your rock to stand on when managing people.

Nowhere are facts more important than when an employee is making an accusation with language that has serious implications.

Terms like bullied, aggressive, harassment, etc.

Now we must be prepared to act swiftly to determine, to the best of our ability, the facts.

What specifically was seen or heard.

Who was there? What is the context? What is the history? What are the understandings?

No steps can be skipped.

Clear facts need to be substantiated and without them things can drift.

They can drift toward exaggeration, accusation, misperception, dramatization, and bias to name a few.

When there is substantive evidence we must follow all manner of professional protocols for ensuring employees are safe and standards upheld.

And, when there is nothing evidential or factual we must follow all manner of professional protocols for upholding standards of communication. Including addressing the use of charged and inflammatory language that lacks facts.

Either situation takes responsive managing and addressing.

Both are serious and neither one can be ignored.

Harassment and bullying are serious problems.

Accusation without merit is also a serious problem.

Let’s find the facts so we can manage accordingly.