Should You Take That Issue to HR?

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Working in a toxic environment can rapidly erode your feelings about your job—and deciding whether to speak up about it can be downright intimidating. When is it time to go to HR? And how can you prepare yourself for the conversation? Here are three questions to ask yourself before officially reporting an issue. 

  • Have I documented what happened? If you plan to report an incident to HR, you’ll need detailed records to clearly outline your claims. Be sure to document the following: what was said or done, the date and time of the incident, and whether there were any witnesses. 
  • What’s my objective? Define a specific goal before communicating with HR. For example, your colleague might need professional development training to address their behavior. Or, if there’s an ongoing performance issue, HR may work with their manager to create a performance improvement plan (PIP). 
  • Is what I’m experiencing illegal? HR departments have a responsibility to ensure that companies adhere to employment laws and regulations. An employer also has a legal obligation to investigate any good-faith complaint of harassment; discrimination based on race, sex, religion, disability, or other protected status; or retaliation for reporting an issue.

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