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Original poster

Employee letters and emails boardline abusive, I suspect it's worse due to my sex. So what's my next move?

59 replies

Femalearchaeopteryx · 14/10/2021 23:12

I run my family manufacturing business its a male dominated industry and until recently no women had been in any roles except administration.

My Dad is semi retired but will never fully retire it's his lifes work. He has a very authoritative style and he's also tall so looks domineering as well.
I can be authoritative but I believe that a mix of leadership styles is best but I lean towards autocratic. I'm tallish but softly spoken and I look nice/kind so don't look scary (like most women really).

I came into the business having done leadership roles elsewhere. I quickly realised that it needed a massive overhaul as with many businesses that have grown bigger organically it had very little control, procedures or processes in place, there was & clearly still is a poor culture of petty bullying and blaming also an individual piece work bonus system that drove division rather than teamwork to get the product finished.

Luckily I managed to get us a huge government grant close to a million that is specifically for improving manufacturing via training/coaching/mentoring to help with improvements and change.

As part of the improvements we have an anonymous employee survey and suggestion box.

We have also just got rid of the bonus system with the new pay system everyone is earning more and their pay is more stable throughout the year.

Hopefully that has given you enough background.

So we have been getting letters from a group of employees that are increasingly aggressive and rude. Which started when we changed the pay system. Those we have people's signatures and after the last letter we will be discussing with each individual and launching an investigation as the letter overstepped, into abuse.

We have also been getting rude aggressive emails from our employee engagement I'm considering if I should publish extracts (obviously anonymised) in our employee newsletter and raise the abuse the leadership team have been receiving although I am not sure though if that just gives these kind of people more power.

Mostly of the 90 odd employees it will only be a few and I know who that are behaving in this way.

I am sure a lot of this is to do with my sex and a bit of a power play...put me in my place kind of thing...So I'd be interested to hear from other women what their response would be.

And before anyone complains I do know what I am doing and have lots of experience managing people, I'm just interested in other women's thoughts and insight as particularly MN are a knowledgeable and experienced lot.

OP posts:
PaterPower · 14/10/2021 23:37

Did anyone lose out when the pay system was changed? Was anyone doing well enough at the piece work to get substantially more under the bonus scheme than they do now?

If so, then of course they shouldn’t be abusive but I could understand them being upset. If not, and if in fact everyone is now earning more with the new scheme, then I would make a point of THAT in the newsletter, rather than printing the extracts you mention in your OP.

Keep the emphasis on the positives in what you’re changing and most will eventually come round without having to manage them out.

Original poster
Femalearchaeopteryx · 14/10/2021 23:32

Thanks Needs thing is I suspect that they think I'm an easy touch where as actually I already have more control and over sight than my DF ever had. I also follow through and don't let things slide.

OP posts:
Original poster
Femalearchaeopteryx · 14/10/2021 23:28

Feels like look at this poor us
not the gobbledygook I wrote!

OP posts:
Original poster
Femalearchaeopteryx · 14/10/2021 23:27

@Sportsnight

I think broadly speaking the most successful tactic is to rise above it, but be ruthless in managing out people who don’t fit the culture you want. I would not print extracts, that feels too much like trying to get the others to side with you and could back fire. I’d keep it very professional, but not too friendly. In the end, you may have to shed persistent troublemakers if they can’t lose the 1970’s attitudes.
That was my counter thought to. It also helps to poor me/us. Like we need protecting.

Yes I've already managed out a few but interestingly we are split across a few sites and I hadn't done anything ruthless and this one site... Maybe it's time!

OP posts:
Needspace21 · 14/10/2021 23:24

Yes, I do think women get more shit, regardless of their excellent performance. I have been in a leadership role for 4 years and people think they can walk all over you. I wouldn't publish the extracts. That will give them more power. I would get the individual people involved and deal with them 1 by 1. Good luck.

Original poster
Femalearchaeopteryx · 14/10/2021 23:23

Yes they are not enough details that I suspect the same one or two people.

We are playing hardball but fair on what we can prove. Luckily there's a great senior and junior leadership team and we all back each other.

OP posts:
HalfShrunkMoreToGo · 14/10/2021 23:21

Don't publish extracts in the newsletter.

I would add something to the newsletter about professionalism and respect, point to company values/policy if you have something that covers appropriate behaviours.

Absolutely address via disciplinary process with any employees you know and can evidence are being aggressive.

Sportsnight · 14/10/2021 23:21

I think broadly speaking the most successful tactic is to rise above it, but be ruthless in managing out people who don’t fit the culture you want. I would not print extracts, that feels too much like trying to get the others to side with you and could back fire. I’d keep it very professional, but not too friendly. In the end, you may have to shed persistent troublemakers if they can’t lose the 1970’s attitudes.

AssassinatedBeauty · 14/10/2021 23:18

Are the letters separate to the anonymous survey and the suggestion box?

I'm definitely not an expert but I would be inclined to play hardball, politely but firmly. If employees are being rude and abusive to management, then surely there are HR procedures and sanctions that could be worked through?