I want to explore two dynamics that often arise when we do not ensure fairness and accountability in work environments: the misuse of formal complaints by leadership and the importance of backing up words with actions. In “Misuse of Complaints by Leadership,” we delve into the misuse of formal processes by certain leaders, in which minor issues are unnecessarily escalated into formal investigations, often targeting specific employees to “send a message” and create unnecessary stress. In our second article “Just Because You Say It Doesn’t Make It True”, we emphasize the importance of evidence and credibility in assessing accusations and denials. Together, these blogs highlight the need for integrity, accountability, and careful consideration of facts – both in how we evaluate and address workplace concerns and in the actions we take to foster a respectful work environment.

Misuse of Complaints by Leadership – Turning Malice on its Head

In many of my workshops on respectful workplaces, there are managers who are quick to ask about malicious complaints filed by employees under respectful workplace policies. I get it. While the number of vexatious complaints (that is, false complaints filed for ulterior motives) are relatively low, they are nonetheless devastating to the professional reputations and personal well-being of those wrongfully accused. Being named as a bully, racist or sexist in a complaint – regardless of its actual outcome – can create lingering doubt in relation to a person’s integrity and professionalism. Once it’s said, it cannot be unheard – even where it is proven to be untrue.

That said, I have been witness to similar bad faith actions in leadership. Increasingly, I am seeing certain workplace leaders over-formalize relatively minor concerns. They turn what could have been a coaching session into a stressful, formal investigation. They “beef up” and formally report relatively minor events to regulatory colleges, forcing staff members to undergo intense scrutiny by oversight bodies regarding situations that could have been performance managed internally. What’s noteworthy is that such leaders often report such “events” only in relation to certain members of their team, usually those with whom they find it challenging to work.

Just Because You Say It Doesn’t Make It True

I heard this expression recently and thought “Huh – now THAT is true!”. In my work as an investigator, this “If I say it, it is true” mentality shows up in two ways.

First, when someone (a leader, staff member, customer or social media troll) accuses others of wrongdoing, they often think that their words alone, are enough. Conversely, when someone denies having done anything wrong, and portray themselves as the victim of false accusations, they are doing the same. Without question, words, feelings and opinions matter – but so too do facts, evidence and the credibility of those doing the speaking. It is imperative to ask “Is the declaration, accusation or denial supported by objective facts and circumstances? Is the person making the assertion or denial credible based on all of the circumstances?” Defensible reviews, findings and conclusions start with what people say – but they certainly don’t end there.

Second, in a lot of my interviews, people will often speak of their good intentions and lack of ill will for past wrongs. Many say they will do better. While this is a good start, it’s important to remember that again, just because they say it, doesn’t make it true. What will turn these words into truth is their demonstrable effort to change along with their ability, over time, to convert past poor judgment into a lesson rather than a trend. Don’t get too caught up in what people say. Pay closer attention to their actions. They are a far better indicator of what’s to come.

If you’re ready to explore ways to create a more respectful and civil workplace, or if you have questions about fostering a positive organizational culture, I’d love to connect with you. Feel free to reach out to me at [email protected]. Together, we can build a work environment where respect, accountability, and well-being are at the forefront, ensuring a healthier, more engaged team for the future.

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