Our new boss has made everyone in the team cry. Is this bullying behaviour?

2 hours ago 1

Each week Dr Kirstin Ferguson tackles questions on workplace, career and leadership in her advice column Got a Minute? This week: a boss who makes everyone cry, quitting an apprenticeship midway through and convincing management you are ready for more responsibility.

The boss has made everyone in the team cry. Should we report them to management as a group?

Is it considered bullying if the new department head has made every staff member cry? Should the team report it collectively or individually anonymously?

If this leader’s behaviour is so harsh or uncompromising that every single member of a team has been in tears, yes, that is definitely a serious a problem. Whether it is officially classified as bullying or not will be for others to determine based on the circumstances, but what I can say is it is not OK.

My recommendation is that you report what is going on formally, and collectively. You will have power in numbers and going through formal channels together will feel a little less terrifying than doing so on your own. Anonymous complaints are useful in some circumstances but in this case, where it is clear there are many of you feeling the same way, I would suggest you find out the formal process in your organisation for lodging a complaint and go from there.

Whatever the outcome, your senior leaders need to know that a new leader in their department is having this impact on people. This is not something that should be allowed to continue and hopefully either your new department head will be counselled or coached, so their behaviour is improved, or, if serious enough, they may find themselves removed.

I am almost halfway through an apprenticeship in an industry I do not like. I’ve already dropped out of three different degrees due to depression and anxiety, and have now ended up in a totally different field which I’m not confident in, nor interested in. I also feel I’m not gaining transferable skills upon completion. I’m tempted to look for entry-level jobs, as I’m passionate about helping others, but I’m worried about how an unfinished apprenticeship will look on my CV.

Please don’t worry about what an unfinished apprenticeship will look like on your CV if you are toiling away at something you don’t want to be doing. Your mental health matters more than anything, and it sounds as though further education, whether at university or through an apprenticeship, is just not for you at this stage in your life. And that is absolutely OK.

If you love helping people, which is a wonderful attribute to both have and know about yourself, then why not focus on that for now? Find the kind of entry-level role which will allow you to thrive and be at your best. Once you are feeling stronger after working in an industry you respect and value, and which respects and values you, the decisions about what might come next will be easier.

Good luck and do take care of yourself. The paths you have taken will all be leading you somewhere you may not have even been able to imagine just yet.

I have been in my current role for less than a year and work in a small team. Whenever my manager goes on leave, they always appoint the same person to be acting manager, and no one else gets the opportunity to be considered. Initially, I didn’t think much of this given I’m relatively new, but I’m beginning to wonder if I will ever be considered in the acting role. I have more overall experience than my colleague, but less length of service in this workplace. How would you suggest I raise this with my manager? They have never said anything negative about my performance.

This is a great reason to have a chat with your manager about how they think you have been going since you arrived in the role. I would be upfront about wanting to be considered in an acting role when they are away. Say something like: “I have noticed that XYZ is normally asked to act in your role – is the opportunity open to others, since I would love to be considered.”

You are demonstrating to your manager you are proactive about taking on more responsibility, and you are also planting a seed in their mind that you should be considered next time they are away to take on the acting role. Use this issue as a conversation starter to get some constructive feedback on your performance so far and how you can be assisted to do even more in the future.

To submit a question about work, careers or leadership, visit kirstinferguson.com/ask. You will not be asked to provide your name or any identifying information. Letters may be edited.

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