Should she tell or just let it go?

Question

I have a friend and she is no longer employeed with this company, however she has a good relationship with the district manager and a not so perfect relationship with the immediate manager. She is still in contact with the other employees who work there and they constantly complain to her about things that the immediate manager is doing that could get her fired. She says she has personally witnessed some very unethical and unprofessional behavior from the manager herself. She says that all of the employees are unhappy and threatening to quit. Only one of the employees has mentioned the situation to the district manager. My friend feels that if no one else says anyhting, then she will because she conastantly has to hear about it from her former employees. The district manager is coming this week. She wants my opinion on what she should do. What do you think?

She also says that they have tried confronting the manager, however she gets very offensive and starts attacking her employees with words. She seems to be very childish and immature in handling such situations. So this method doesn't work.

Answer 1

She needs to be strong and go up the chain of command. Someone has to stop this person. I was in a situation like that in a small company - and in a small company there's not much you can do - but she needs to go to the district manager with facts on what has been said and done and letting the district manager know that people have quit because of this. If that doesn't work - she can call the labor department and report this.

Answer 2

Stay out of it. It no longer affects her directly.

The co-workers should get together and approach the district manager with the facts. This is not a gang-up or a threat. Suggesting viable solutions to the problem is also a good idea.

Answer 3

myob