Is my office normal? [N/A]

I left retail HR about a year ago looking for a change and set schedule. I joined this small business a year ago. They didn't have HR for nearly 3 years. The place was a mess. I've spent the past year getting everything back on track. Procedures back in place, handbook corrected, brought up morale. This time last year attrition was at 297 terms, currently at 97 YTD. They are high turn over but I've got it to 1/3 of what it was. Employee happiness and lowering attrition is a passion for me. When I started with this company there was a president. He retired a couple months ago. I truly miss him and his support. He was replaced with a GM. The new general manager is clueless. Never ran a business. Doesn't have any people skills. Recently I investigated a sexual harassment case. There were multiple witnesses who overheard the interaction. She strongly disagreed allowing me to interview the witnesses. Basically told me to figure it out without them and not to include them in my report. I refused. I refuse to get sued due to negligence. I interviewed them and made my own decision on the report based on witnesses, the victim and the accused admitting to it partially. I feel like she's a few bad decisions away from a lawsuit. My other huge red flag is the finance manager. After the president retired her personality flipped. She began speaking to me in a condescending way, as is I don't know what I'm doing. She has me calling our tax reps then flips when they talk to me about taxes and required forms because that's "finance's job'. What was the point of asking me to call if it's finance job? I've called her out a few times, she'll stop for a bit but starts back up a few days later. She recently asked IT to give her access to all of my computer files. He told her no and she argued him. I also told her absolutely not. I have personal files on terms, discipline, health, FMLA etc. She was livid. Why would finance ever need access to my files. She has also started ccing the GM in emails when she is being rude and condescending. I brought this to up to the GM. Her response was "Yeah I noticed how she is talking to you. Guess it's just her personality". That response sent me into a spiral of just dreading being at this job. I adore the employees and most of the managers. I love the flexibility I have here. The pay is decent. I'm just getting to this point where I'm getting worried. Worried the GM will make a bad decision. Worried finance will find a way to access private files. I can't fathom how any of this is normal. This is the tip of the iceberg. I could go on for hours going over all the red flags here. Am I overreacting by applying to new jobs or is this not normal business behavior?

Jobadvisor

It sounds like you're dealing with a lot of challenges, and your concerns seem very valid. From what you’ve shared, it doesn't seem like the environment you're describing aligns with what would typically be considered "normal" business behavior, especially in terms of professionalism, boundaries, and support for employees in leadership roles. Let's break it down a bit:

1. General Manager (GM) Issues:

• Lack of Experience & People Skills: It’s tough when someone with no real experience in running a business or managing people is in charge. You’ve made great strides in HR, but it sounds like the GM isn't providing much support or direction. This could ultimately affect the stability and success of the business.

• Refusing to Acknowledge Witnesses in Serious Cases: Your approach to the sexual harassment case was responsible, and it’s concerning that the GM was dismissive of that. Ignoring witnesses or not addressing serious claims properly could very well lead to legal trouble. Your decision to include the witnesses and handle the case correctly is the right one. Unfortunately, if the GM’s decisions continue to go unchecked, it could lead to major issues down the line.

2. Finance Manager Behavior:

• Condescending and Dismissive Attitude: The flip in personality after the president retired is another huge red flag. Being condescended to by a colleague, especially one in another department, can create a toxic environment. Her behavior toward you is unprofessional and undermines your role and expertise.

• Request for Access to Private Files: This is a serious breach of privacy and professional boundaries. Personal employee files, including those related to discipline, health, FMLA, etc., should be kept private and handled with care. It’s not the finance manager’s role to access these files without a very clear, justified reason. The fact that she tried to involve IT and argued about it shows a lack of respect for your role and boundaries.

• Ccing the GM in Rude Emails: Involving the GM in emails just to back her up when she’s rude to you is manipulative behavior. The fact that the GM brushed it off with “it’s just her personality” isn’t just dismissive; it shows a lack of leadership and a failure to address workplace toxicity.

3. Your Feelings of Worry:

• It makes complete sense that you're feeling anxious and frustrated. The combination of a GM who isn’t taking your concerns seriously, a finance manager who is overstepping boundaries, and the ongoing challenges in maintaining employee morale all point to a lack of accountability and professionalism at the leadership level.

• Concern Over Legal and Ethical Issues: Your worries about potential lawsuits due to the GM's and finance manager's decisions are legitimate. HR decisions, especially around harassment and personal files, need to be handled with the utmost care to avoid legal trouble, and it’s concerning that you're the only one taking those concerns seriously.

4. Is This Normal?

• No, this isn’t normal behavior. While every workplace has its ups and downs, what you're describing goes beyond typical workplace issues. A general manager who won’t support HR investigations, a finance manager trying to access private employee files, and a dismissive leadership culture are not things you should be dealing with regularly.

• You’re Not Overreacting. It sounds like you’ve done your best to improve the situation, and you’ve made significant progress with the employees and processes, but the lack of support from leadership and the questionable behavior from your colleagues could end up putting you and the company in a bad position. Protecting yourself, your work, and the well-being of the employees you support is the right instinct.

5. What Should You Do?

• Document Everything: It sounds like you’re already doing this, but continue to document conversations, actions, and any red flags. It could be essential if you decide to leave or if the situation escalates.

• Consider Looking for Other Opportunities: Based on everything you’ve said, it’s perfectly reasonable for you to explore new job opportunities. The work environment you’re describing doesn’t seem like one where you’ll get the support or recognition you deserve, and if leadership isn't going to change, it might be worth considering a move where your skills and efforts would be better appreciated.

• Trust Your Instincts: You’ve already done a great job of fixing a lot of issues, but if the leadership isn’t receptive or professional, there might not be much more you can do to improve things. You’re right to be concerned about the long-term stability of the company, especially if these red flags continue to be ignored.

Overall, this situation sounds unhealthy and unsustainable, and your instincts about wanting to explore other opportunities are spot on. You deserve to work in an environment where your expertise is respected and your boundaries are maintained. Keep your options open and trust that you're not overreacting by looking for a better situation.