(Equipping Managers with Skills to Deal with Retaliation)
When employees raise concerns, whether about discrimination, harassment, safety, or workplace policies, it is not just an HR issue; it is a leadership responsibility. How a manager responds in those first moments can make all the difference in avoiding legal risk and preserving trust. Mishandling complaints can lead to claims of retaliation, which continue to be the most common type of charge filed with the Equal Employment Opportunity Commission (EEOC).
Managers must be trained to recognize that even subtle changes in behavior, such as reducing an employee’s hours, excluding them from meetings, or giving harsher feedback after they have filed a complaint, can be interpreted as retaliation. These actions do not have to be intentional to create liability. That is why consistency and documentation are so important. Managers should focus on facts, avoid emotional responses, and ensure all employment decisions are clearly based on job-related reasons.
One of the most effective ways to reduce liability is to equip managers with practical skills. This includes how to listen without judgment, how to report complaints promptly to HR, and how to maintain professionalism while the situation is being reviewed. Managers should also understand that retaliation protections apply even if the original complaint is ultimately unfounded, as long as it was made in good faith.
A proactive approach includes regular training, clear reporting processes, and a supportive culture where employees feel safe speaking up. When managers are confident in how to respond to complaints, it reduces the risk of costly lawsuits and creates a more respectful, transparent, and positive work environment for all employees.
Reach out today. aHRrow can help set your managers up for success through training and coaching.