We have a case and would like to get the feedback from HR experts.
We discovered the harassment by one of our leads during our exit interview. Attached is the exit form and below is the detailed feedback which is confirmed by team in 1-0-1 discussion. What should be the action here??
To validate these claims we held one-on-one meetings with the team and here are the observations:
Using Expletives on the floor and even making obscene gestures.
Kannada Slang/Swear words: while talking to team members, some of which are very obscene and cannot be written here.
Talking to Team members in an unprofessional manner: a few examples of such statements include
a. “Vegetarians are a pain in the a***”
b. “Do I fall on your feet now?”
c. Calling team members with Nick names on the floor
d. Openly screams at team members on the floor
Taunting habit to get any work done
Threatening team members with Retaliation:
Team members cannot leave office until he leaves work place . His leaving office is dependent on his wife who work in the same company.
Selects only his referrals and comments passed on the floor to his team mates that it’s better to get people who are fresher’s rather than experienced people as they are a threat.
The common thread which was also found during this meeting was the display of personal power and misuse of goodwill and proximity to senior leaders in the team.
Flagrant statements like “ I am in good books of Manager and can have you fired in minutes” , “I’ll get you fired and get my own people in!” “ this is a management oriented company , I can get you fired “ “ I can get my team member fired and get my people in “ indicates the abuse of such power.
Kindly guide me on the best practices on how should address this from the time we discover this? And if we discover this, what should be the action??
From India, Bangalore
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