Ask HR: What to Do When a Manager Berates Employees

​SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today.

Do you have an HR or work-related question you'd like him to answer? Submit it here. 

One of the longtime shift managers at our manufacturing facility perpetually berates and demeans our line workers. It is getting to the point where some people have called off or switched shifts rather than work when he is scheduled. How should we approach confronting him or upper management about his behavior? —Charlene

Johnny C. Taylor, Jr.: I'm sorry that this kind of inappropriate behavior is affecting your workplace, but I'm glad you recognize the need for action.

People managers must ultimately lead by example and lay the groundwork for a positive and productive workplace culture. Upper management should be made aware of this shift manager's undesirable conduct. I have a couple of suggestions for addressing the situation and reporting the inappropriate behavior.

First, if the shift manager speaks inappropriately to you, talk to him directly about his behavior and the impact it has on you and rest of the team, but only if you feel comfortable doing so. If you do choose to speak with him, prepare what you're going to say ahead of time. Be brief and specific and calmly explain how the behavior affects you. 

Next, address your concerns with your human resource department. HR plays an important role in bridging the gap between people managers and employees and can reinforce expectations for appropriate workplace behavior with the shift manager.

When speaking with HR, be open and give them as much information as possible. This could include details about what was said to whom and the dates these interactions took place. This information will assist HR in determining the best next steps and how to proceed.

HR will likely make upper management aware of the manager's behavior and his impact on the business. Employee absences and schedule changes result in lost hours and production. Hopefully, upper management recognizes that managers, including longtime employees, should be held accountable for their actions and lead with empathy, respect and civility in the workplace—even if there are external frustrations and emotions at play.

Together, HR and upper management will presumably meet with the shift manager, counsel him per company policy and hold him accountable for his actions.

I applaud you for taking action. Your co-workers and management team will certainly appreciate you for speaking out.

My husband has accepted a government job that will require our family to relocate. The position is pending a security clearance background check that could take four to eight months. How and when should I give notice to my current employer? —Penny

Johnny C. Taylor, Jr.: First, congratulations to you and your family on this exciting opportunity! Your approach shows a lot of forward thinking, not just with how you're going to handle your current employer, but also how you're managing the transition to a new location.

Customarily, employees provide two weeks' notice when they resign. However, your employer may appreciate extra time to hire your replacement or transition your responsibilities. Start by reviewing your company policies to verify you're adhering to the requirements for giving notice. Or if you have an employment contract, check to see if there is a specific amount of time required for giving notice, to avoid a breach of contract.

Once you have decided to give notice, the first person to inform is your supervisor. Let your manager know about your situation, including the flexibility of your resignation date. Convey that some of the decisions are contingent on when your spouse receives his security clearance. Once approved and your relocation date has been established, defer to your supervisor to determine the transition needs of your outgoing position.

Be prepared in case your employer prefers you not work through the entire notice period, or if it finds your replacement quickly. If this happens, you may be eligible for unemployment. On the plus side, you'll have more time to focus on the relocation and searching for a new job.

Leaving your job for any reason requires sensitivity and consideration. It sounds like you've put a lot of thought into the situation and are taking the steps needed for a successful transition. I wish you the best in your relocation and career journey.