What happens to your boss when you raise a Personal Grievance?

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You may like your boss.  You may not.  You may dislike them, be mildly annoyed by them, like them as a person but not as boss… and so forth.  But if you’re taking exception to what has gone on under their watch (see here) then (unless it had nothing to do with them at all) your boss is going to get embroiled in the drama your PG is kicking off, whether you intend this or not.

Their internal reputation as a people manager is on the line

For the duration of the PG, their management skills will be under a cloud.  I talk about this more here, boss has a lot to to do, and keeping you and your co-workers in line and performing is their side job.  It’s unfortunate, but true most of the time.  A PG in their team casts doubt, or raises questions over their capability to do this.  Maybe they need help,  maybe they are out of their depth, but raising the PG turns a spotlight on how well they manage, and contradicts the image they would like to show, that ‘everything is under control’.

Have they been too soft?

But this spotlight doesn’t necessary vindicate you.  Your employer’s analysis (see here for more) of the situation and the case you’ve brought forward, may be that your manager has done a good job.  In fact, it’s not impossible that the conclusion may be that instead of being too harsh, they’ve been too soft, too lenient, too accommodating of employees’ preferences and needs.  This could be you, but if your concern is not with them but a co-worker (for example, you’re raising a bullying allegation), the conclusion of the analysis could be that, while well-meaning, your boss has been too soft in their management style.

Have they been too harsh?

This is the most likely situation, and it could be the case.  Most of the time, our frustration with our manager is not what they say to you, but how they say it.  If your PG is relating to how your manager has managed you, then there is a strong possibility the outcome of this process is that their limitations as a people manager could be brought to the organisation’s attention.

What is the end result?

How this ends plays a big part in how it will be perceived long term.  Even if your manager was pretty fair and reasonable, if it’s concluded with settlement, then they won’t be vindicated, so it may cast a long-term pall on them.  Alternatively, a case lost in court will be good office gossip, and that’s not a good look for them.

Will they learn from it?

Probably.  People learn the most from defeats.  Smooth sailing for managers just reinforces that they are doing the right thing- if no one is objecting to their management style- why change it?  You’re not doing this for ‘the greater good’ but if you’re standing up against wrong, then there’s less chance of it happening again.