This week, I heard a story that has really stayed with me.
An employee was bullied by someone from a third-party organisation. Not the first time — it had happened to them, and to others before. They finally raised it with their manager.
The response? “Let us know if it happens again.”
That’s it. No intervention. No support. Just a message to endure more of the same before anything would be done.
Here’s the problem: when managers respond like this, they’re not just failing to act on a complaint. They’re telling their people, in no uncertain terms, that the organisation doesn’t value them enough to step in. And once that message lands, it’s incredibly hard to repair. And if you think that employee doesn’t tell everyone they know about how their employer has treated them, you’re kidding yourself. Reputational risk, anyone?
But it doesn’t have to be this way.
When a manager acts the first time, and makes it clear that bullying or abuse — even from a partner, a client, a family member or a guardian — is unacceptable, the impact on the staff member is enormous. They feel seen. They feel valued. They know the organisation has their back.
And here’s the kicker: that moment of support can define how loyal and committed the employee is to their employer for years to come. I’ve seen staff go the extra mile, stay in organisations longer, and speak positively about their workplace simply because a manager chose to step up when it mattered. I’ve also heard plenty of employers complain about the impact of ‘staff churn’ on their morale, reputation, and bottom line.
So here’s my call to managers and other leaders: don’t wait until it happens again. Act the first time. Send a clear message that your people’s safety and dignity come before any external relationship.
Ultimately, culture isn’t defined by posters, policies or values statements. It’s defined by what we do when one of our people needs us most.
David Moody, Head of Strategic Relationships
Management Governance Australia Group