Comments, Rumors and Complaints
Most everyone complains about something. And in the work setting it isn’t uncommon for people to complain about their boss. So, how should supervisors and managers react to these?
Frequently, supervisor and manager co-workers are often the focus of negative comments, rumors, and complaints from or by subordinate or “direct report” co-workers. The reason for these may be based on a valid perception or circumstance, yet regardless of the origin, supervisors and managers should try not to take these types of negative comments, rumors, and complaints personally. I know it is easier said than done because we all have our own self-image, self-esteem, and reputations, which can be challenged by these.
To help supervisors and managers understand that they should not take these personally and to help cope with these, here are some reasons to consider as to why supervisors and manager coworkers should not take these negative comments, rumors, and complaints personally. This is in no way a comprehensive list of the various reasons or how to handle specific circumstances, but just a general overview of some reasons:
Professional Responsibility: As supervisors and managers, they have a professional responsibility to lead and manage their teams effectively. This means dealing with various issues and concerns that may arise. Negative comments and complaints are often a part of this, and it’s their duty to address these issues constructively. Along with professional responsibility, supervisors and managers are the “in-between” leaders and followers and must do leading and following simultaneously. They need to consider how they treat their supervisors and managers also and reflect on their actions, just like they expect others to do.
Feedback and Improvement: Constructive criticism, complaints, and negative comments can provide valuable, although sometimes painful to hear, feedback. They might highlight areas where improvements are needed in leadership/followership, communication, or team dynamics. Taking these comments as opportunities for personal and professional growth can lead to better management.
Employee Morale: It’s essential for supervisors and managers to maintain a positive and productive work environment. Responding undesirably to complaints or taking them personally can negatively impact employee morale and trust. Instead, addressing issues professionally and objectively can help maintain a more positive atmosphere.
Objective Decision-Making: Taking things personally can cloud judgment and lead to biased decision-making. Managers and supervisors need to make decisions based on facts, data, and the best interests of the organization, not their personal feelings. By separating the behavior from the person and focusing on the behavior will help the managers and supervisors avoid taking things personally and help make decision-making more objective.
Conflict Resolution: Negative comments and complaints can sometimes be a sign of unresolved conflicts within the team. By not taking these personally and approaching them with a level head, supervisors and managers can work towards resolving underlying issues and improving team dynamics. It is important to determine the root cause of any underlying conflict, because if the underlying conflict or issue is not resolved, the issues may continue.
Role-Model Behavior: Managers and supervisors set the tone for the organization. If they react emotionally or defensively to criticism, it can set a negative example for their team. Being resilient and open to feedback can encourage a healthier workplace culture.
Emotional Intelligence: Developing emotional intelligence is vital for leaders. It involves understanding and managing one’s own emotions while being empathetic to others. Responding calmly to criticism is a sign of emotional intelligence, which is an important skill for effective leadership.
For these reasons, supervisors and managers should not take negative comments, rumors, and complaints personally because doing so can hinder their ability to lead effectively, create a negative work environment, and impede their professional growth. Instead, they should view these as opportunities for improvement, conflict resolution, and building a healthier, more productive workplace.
Additionally, there are some very real legal and ethical considerations that need to be considered by supervisors and managers when it comes to responding to negative comments, rumors, and complaining from or by subordinate or “direct report” co-workers. Responding emotionally to complaints and negative comments can lead to unprofessional behavior, which could have legal and ethical consequences. Staying objective and professional is crucial in these situations.
Staying objective as a supervisor when dealing with complaints, negative comments, or rumors is crucial for several legal and ethical reasons:
Fair Treatment: One of the fundamental principles of employment law is fairness. Treating all employees fairly and without bias is essential to prevent discrimination or favoritism. Objectivity ensures that each employee’s concerns are addressed impartially, minimizing the risk of legal claims related to discrimination or unequal treatment.
Compliance with Anti-Discrimination Laws: Various anti-discrimination laws, such as Title VII of the Civil Rights Act in the United States, make it illegal to discriminate against employees based on factors like race, gender, religion, or nationality. Objectivity in handling complaints helps ensure that decisions and actions do not violate these laws.
Whistleblower Protection: Many legal systems protect employees who report illegal activities, safety concerns, or other violations within the organization. If an employee is making complaints or spreading information related to unethical or illegal behavior, treating them objectively is not only ethical but also legally mandated in many cases.
Defamation and Slander: If a supervisor or manager responds to rumors or negative comments with unverified or inflammatory statements, they may expose themselves to legal liability for defamation or slander. Objectivity in addressing such issues helps prevent legal disputes arising from false or harmful statements.
Legal Obligations to Investigate: In some situations, the law may require employers to investigate complaints and rumors, particularly those related to workplace harassment, discrimination, or safety concerns. An objective approach to investigations is crucial to meet these legal obligations.
Protection Against Retaliation Claims: When employees raise concerns or complaints, they are legally protected from retaliation. An objective response to complaints and negative comments helps protect supervisors and the organization from claims of retaliation.
Maintaining a Positive Work Environment: Ethical leadership involves creating a positive work environment where employees feel respected and heard. Objectivity fosters trust among employees and promotes a workplace culture that aligns with ethical values.
Preventing Hostile Work Environment Claims: Failure to address complaints, particularly those related to harassment or discrimination, can result in a hostile work environment. Employers who do not take reasonable steps to address such complaints may face legal consequences.
Consistency in Decision-Making: Consistency in how complaints and concerns are handled is important both ethically and legally. Objectivity helps ensure that similar situations are treated in a uniform and non-discriminatory manner.
Risk Mitigation: Objectivity serves as a risk management strategy. By handling complaints and concerns objectively, supervisors and organizations can minimize the risk of legal disputes, regulatory penalties, and damage to the organization’s reputation.
Finally, staying objective as a supervisor when addressing complaints, negative comments, or rumors is essential for legal compliance, ethical leadership, and the overall well-being of the organization and its employees. It helps prevent legal issues, ensures a fair and respectful workplace, and supports the organization’s reputation and integrity.
Author(s): Dr. Chris Fuzie
Board Insights | Open Source
Published Online: 2023 Oct – All Rights Reserved.
APA Citation: Fuzie, C. (2023, Oct 21). How Should I Handle Negative Comments, Rumors and Complaining from or by “Direct Reports” The Journal of Leaderology and Applied Leadership. https://jala.nlainfo.org/how-should-i-handle-negative-comments-rumors-and-complaining-from-or-by-direct-reports/