What are the pros and cons of escalating a personnel conflict issue to HR?

manpreet Best Answer 2 years ago

I work in a field where my work must be reviewed by a more senior colleague. This colleague is not my direct line-manager.

On a number of occasions he has questioned my ability, and that of another team member to do the job effectively, and he has regularly threatened to speak with various team leaders and members of senior management to highlight my inadequacies. Admittedly I am not nearly as skilled as him, but I feel he is being overly harsh and that his threats are a form of harassment/bullying, causing me much anxiety.

After a several months of this treatment I snapped, and asked him to follow through on his threats and to speak with whomever he felt he needed to. As far as I know he did not, but since then our working relationship has worsened even further.

My only aim here is not to work with the person again, but there is currently no guarantee of this. The situation has not been resolved informally via the normal routes, and I now feel my only option is to raise this with HR. I am worried, however, that my perceived lack of skill will become the focus of any tribunal, and not his undermining constant criticism.

What are some pros and cons of escalating a personnel conflict issue to HR?

Just to clarify, I wrote this question in somewhat of a hurry. My term 'lack of skills' is incorrect, and has been prepended with perceived. I am not an under-performer by any means.

manpreet 2 years ago

You do not specify what "the normal routes" are - for example, in many places, contacting HR would be considered a normal route, which you obviously have not done.

That said, Drakemor's answer of "contact your manager" is the best course - unless that was one of the "normal routes".

Assuming then that you have contacted your manager and resolved nothing, then contacting HR is a good choice. I am assuming you are a programmer - but unlike in IT where there is usually a black/white answer, in HR there is not. They don't need to fire either or both or you, for example. They probably won't have a "tribunal" either.

You should just raise to HR that you are having difficulty with a colleague - that you are feeling bullied and that this is impacting your performance. Note the focus on your feelings rather than on this person's intentions or actions.

HR will probably talk to this person and to you. Express how this person's actions make you feel, and express the kind of collaborative environment you would thrive in and that you want.

You're junior, so it is obvious you have less skills. Maybe you need more training, maybe this person needs training in mentoring others. Regardless, you need to make every effort to resolve this issue because otherwise you will leave the company. Note that the company doesn't want anyone to "just leave" or to "fire" anyone - replacing staff is expensive, both in recruitment costs and the time taken to get new people up to speed - it is not a decision taken lightly. It is in their interest to resolve this amicably for all parties.

I don't see a problem with asking not to work with someone, or to minimise the work done with someone, if the two of you are at loggerheads. But express it as "i struggle to work with this person, as i feel belittled" rather than "hi HR i have a problem with this person. i need you to remove them from the org, thanks".

Your question is "when", the answer to which is "as soon as you can send a polite email that is not too long, asking for guidance on dealing with a workplace conflict". Spare the details in the email, ask to meet with an HR rep. When you go, have a list of things that this person does that upset you, and have good knowledge of your working history with each other.

Understand that you might have to continue working with them, perhaps a reduced amount, it is hard to get someone removed. Consider how often/in what capacity you would like to continue working with this person, be prepared to present that as an alternative.