I am an HR director, and I received an anonymous complaint from someone claiming to be an employee at one of our locations, outlining concerns about management behavior.
In this case, the message included several specific allegations about how certain managers are treating staff, along with a few examples of incidents, but no names or dates that can be easily verified. The same message was also sent directly to multiple members of senior leadership, which added some urgency and visibility.
There’s no clear way to identify the sender, and it’s unclear whether this reflects a broader issue or a single disgruntled employee. What’s the right way to deal with this?
To keep reading, click here: How Do I Handle an Anonymous Complaint?
The other thing is that you are focusing too much on the identify of the person who complained. And that’s a problem. It’s good way to discourage people from reporting. Because ultimately the identity of the reporter is not the important point.
If you do make any comments about the complaint, the one legitimate issue you have here is that there is not enough information to verify incidents. That’s a legitimate thing to expect in a complaint.
Here’s an anonymous complaint to Suckzanne.
Properly read the messages other people send you for advice instead of talking about things they never said. Also be sympathetic towards people who wrongfully lost their jobs.