How would you proceed in a situation where it seems that HR isn't an option due to their protection of senior management, and some1 is experiencing physical distress and witnessing harassment occurring regularly during team meetings, with everyone around appearing hesitant to take action for fear of facing the same consequences?
Please help. I am deeply concerned over my coworker.
People continue to believe that someone within the Human Resources department will behave compassionately.
Forget HR.
Go to Department of Labor. Feds don't f around.
They maintain control through intimidation and mutual exploitation.
Brilliant tactic—let’s see how it unfolds. lol
Someone really dislikes former CMO.
Many in the marketing leadership couldn't answer the basic data queries when the private equity lot brought in their chaps.
Just goes to show how utterly worthless that the former Marketing Leadership team was, with Marketing Ops being even MORE worthless.
All due to a crazy culture created by the former CMO. What a loser. It will be interesting to see where he lands, and doing what.
It takes a revolutionary spirit to stand up to someone on a power trip.
✊✊🏻✊🏼✊🏽✊🏾✊🏿 This has been in development for quite a while.
Many in the marketing leadership couldn't answer the basic data queries when the private equity lot brought in their chaps. The finger-pointing then got directed at Marketing Ops, whilst others claimed Demand Gen was wet behind the ears.
They maintain control through intimidation and mutual exploitation.
For now.
I reckon all the kerfuffle that kicked off in June (post-redundancies) brought a fair few skeletons out of the closet. Many in the marketing leadership couldn't answer the basic data queries when the private equity lot brought in their chaps. The finger-pointing then got directed at Marketing Ops, whilst others claimed Demand Gen was wet behind the ears.
I usually ain't got no love for colonizers, but you Brits, you speak with pride and conviction. I respect that about you.
Yep. Marketing leadership, and especially Marketing Ops leadership and rank and file, were especially worthless. Absolutely non-needed function and people.
Thanks former CMO.
Going to HR isn't going to solve the problem per se, but it's to signal they are not afraid of a fight.'
Viva la revolución.
I reckon all the kerfuffle that kicked off in June (post-redundancies) brought a fair few skeletons out of the closet. Many in the marketing leadership couldn't answer the basic data queries when the private equity lot brought in their chaps. The finger-pointing then got directed at Marketing Ops, whilst others claimed Demand Gen was wet behind the ears.
'Tis a company that shifts software, and the bulk o' the senior lads are lost, having come from all sorts o' different walks o' life. There's plenty of them throwing each other to the wolves with doctored screenshots and playing silly buggers telephone with people's minds by passin' the parcel with whispers.
Yes it is too bad that the former Trifacta PR person was made into a VP (at least two levels above her actual competence and experience— if not 3 levels). Another brilliant decision by our former CMO. He had a “thing” (weak spot) for young pretty females. That weakness directly contributed to where we ended up.
I don’t blame the Trifacta PR person — she is young, innocent and relatively inexperienced. She was thrust into a “leader” position by our former CMO so he could control her. She isn’t experienced enough to question him. In effect he bought her by promoting her literally three levels above her ability so that she would do what he wanted.
And she totally did. Now she is is HR doing the same for K@ndie K@ne and the Bone.
I can tell you from DIRECT EXPERIENCE that AYX HR is useless and doesn’t do anything. I have been part of two different employee investigations (interviewed by HR) and in both cases nothing was done to the perpetrator.
People continue to believe that someone within the Human Resources department will behave compassionately.
It takes a revolutionary spirit to stand up to someone on a power trip.
get her team members some professional help. I do not think they are doing well.
Yir1na is complicit. She doesn't speak to the people below her current stack of leaders, and she doesn't have to—none of them trust her.
She's absolutely clueless about how things work. Kandee Kayne wrapped her around her finger the moment they attempted to hire a Demand Gen leader.
Get a CMO with a strong spine, and send Kandee on sabbatical for a couple of months. It will prove that she is not needed and only causes harm and problems.
Agree. They (not assuming it's a her) might just snap one day while pretending it's ok. I think here's an exercise for them to do - think about what it is that they are afraid of versus what can Really happen in reality. In fact, my past managers have shared that it is extremely difficult to fire someone. So as long as your coworker is doing their job, it'll be difficult to document anything real to amount to a firing. As for the harassment part, as long as they feel like nothing to be afraid of, the toxic manager can't have a hold over them. Going to HR isn't going to solve the problem per se, but it's to signal they are not afraid of a fight, and for the time being serve as a deterrent for the manager to back off until the investigation is over. It buys time for your coworker for their next steps. The point of fighting the bully isn't always to win, rather it's to show the bully that it's a hassle to keep going.
She isn't doing much better but is pretending everything is fine.
PLEASE keep taking care of her.
Pretending everything is fine can easily turn into not-fine in matter of seconds.
OP, how is your coworker doing?
They reached out to Ottinger Employment and another law firm. She isn't doing much better but is pretending everything is fine.
OP, how is your coworker doing?
I can tell you from DIRECT EXPERIENCE that AYX HR is useless and doesn’t do anything. I have been part of two different employee investigations (interviewed by HR) and in both cases nothing was done to the perpetrator.
Sounds like HR, lol. I'm sure that made it really comfortable for everyone to keep working together.
H.R. is only there to enforce pronoun usage.
How is it enforced? Do we have to have it in our email signatures now?
I can tell you from DIRECT EXPERIENCE that AYX HR is useless
Why do they have so many people working there? Is HR easy to get into? It seems like such a BS job area. What do they actually do all day? I'm honestly curious.
"but you also need to get a VPN client (ExpressVPN, Mullvad VPN) and download the Firefox and DuckDuckGo browsers. Only then should you go, fill out, and upload items to https://www.alteryx.com/legal/ethics-and-compliance-hotline "
Please use your personal computer or phone for that purpose. Company laptops track all browsing history, even if you're using a VPN. Remember, anything on company equipment isn't private and doesn't belong to you.
H.R. is only there to enforce pronoun usage.
I can tell you from DIRECT EXPERIENCE that AYX HR is useless and doesn’t do anything. I have been part of two different employee investigations (interviewed by HR) and in both cases nothing was done to the perpetrator. HR goes through the motions but nothing really happens.
In the case of one “leader” she was pretty quickly pushed out when a new C-level leader was hired.
HR's rep is so bad, people trust them less than a used car salesman. This is not unique to Alteryx. Just sad.
Another POV; if you are letting HR handle your case, it's like letting a public defense attorney defend you. And that is the best case if they choose not to fu-k you over.
Me personally? I'd go for a stone-cold for-hire ki-ler. A law firm with a track record for winning.
HR doesn't care. I resigned, detailed how CD bullies everyone regardless of age, gender, and presented evidence, but my team wouldn't back me up out of sheer te---r of her, as if she were the boogeyman.
All HR did was say, 'What you provided will be placed into her record.' I have no clue what that means, but do you really think she'd get hired elsewhere? No. She's still there, decapitating anyone (ask around about how she eliminated Eakin and Massamillio).
As others said, do not involve HR via Outlooks or Teams. You can't trust HR. Get an employment lawyer.
Recommendation is to go through,
https://www.alteryx.com/legal/ethics-and-compliance-hotline
but you also need to get a VPN client (ExpressVPN, Mullvad VPN) and download the Firefox and DuckDuckGo browsers.
You'll need to process your screenshot files or any image files using apps like cutexif.com and exifread.com/remove to strip the uploaded files of their metadata.
Only then should you go, fill out, and upload items to https://www.alteryx.com/legal/ethics-and-compliance-hotline
DO NOT get HR involved. Seek an employment lawyer and saddle up.
If this isn't bullsh-t, your odds of a positive outcome (better work environment, compensation, etc...), is exponentially better with going with an employment lawyer.
HR will fu-k you, or give you a discount win, or both. It is like most offers on SharkTank, most offers are made to exploit the person seeking a bid, without them realizing it.
This is extremely concerning. HR is not here to help the individual, as others have said. But if a situation is compelling enough to cause an impact, they will act to protect the company. Have your coworker reach out to an employment lawyer. Many of them only take a cut when they win, so they can assess the case and advise your coworker if they have a case, and what's the right way to document and approach HR if there is.
I’ve learned the hard way that HRs job is to protect the company, not the individual. Not everyone in HR is like this, but just be careful, they may be bound to rules they have no control over. Report anonymously and provide evidence if possible (like others have said).
I hope said coworker is ok and is able the help they need.
Please do get Jill involved in this.
Also, we do have an Ethics Hotline where a concern can be submitted anonymously: https://www.alteryx.com/legal/ethics-and-compliance-hotline
Thank you for providing that link. I do not think many employees know about it.
Please do get Jill involved in this. Also, we do have an Ethics Hotline where a concern can be submitted anonymously: https://www.alteryx.com/legal/ethics-and-compliance-hotline
Talk to your coworker about taking a leave of absence on Tilt. They need to get to a safe distance first before anything else. In the moment it feels like there's no way out but I've talked to people who were in similar situations. After they went on leave they were able to find the head space to think properly and regain their confidence that was so eroded by the constant badgering and gaslighting.
There are also anonymous e-mail services available (or set up a gmail account, etc.), where you can send email to them directly. However, AYX spam filters may filter that out (you could BCC yourself to see if it does go through).
The LinkedIn idea is probably a good one.
Be as SPECIFIC as possible and use evidence as much as you can. Only then will it get their attention.
Good luck, and thank you for caring for your colleague.
can you record meetings if it's on teams using software like obs studio?
You need to get Amir and Jill involved.
If you feel uneasy about sending emails through internal systems, create a throwaway LinkedIn profile and message them directly.