Time and time again I see scenarios where people get into shouting matches arguing about safety violations, breaking of labor laws, or outright abuse and harassment.
You may feel rightfully angry already, but realize that anger is a reconnaissance tool for YOUR benefit that informs you of unfairness. Others knowing you feel angry puts you at a disadvantage and makes them defensive. You need their gates down and their walls unmanned.
Bosses and managers have leverage over you that puts them at a stark tactical advantage at all times. Engaging them in open confrontation is among the weakest positions you can find yourself in. Do not “engage”. At the first sign of resistance, back off.
It should never be allowed to get to the point of an open confrontation.
There is a technique for dealing with difficult, abusive, irrational, aggressive people.
Referred to sometimes as the “Five Step Hardstyle” in conflict de-escalation training, it's a way of establishing whether or not someone is going to clean up their act while minimizing risk that they'll lash out at you or perceive you as a threat.
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Ask nicely.
At least at first, be polite, be demure, be perceived as an obedient and helpless underling to Big Stronk Manager. Ingratiating yourself is a valid piece of equipment on your strategic toolbelt. It can get results, don't snub it. -
Set context.
Sometimes a difficult person merely wants to know WHY you're asking about something. The results of their decisions are going to have consequences on the lives of their employees. Explaining the adaptations and compromises that will have to be made to accommodate the choice can shed light on why it's not a good idea. Again, remain calm – above all else keep your cool – and continue to be polite and cordial. -
Present options.
You can offer alternative solutions as well, so that they can save some face and still feel like they're in charge and calling the shots while selecting an outcome that will be preferable to the current situation. Be prepared to explain how each of the options you're providing will have better results than are currently happening. -
Confirm non-compliance.
So you've politely made your preferred outcome known,
you've patiently explained why this outcome would be better,
you've even graciously provided other ways to address the issue…
little do they know (nor should they know) that this is their last chance.
To your boss, supervisor, or manager, the way this should seem to them, ideally, is the moment they 'won' the argument and got you to 'back down'.
You can say:
“Ok, I understand that the answer is no,”
or,
“I want to make sure I understand, –” and then you very briefly summarize their position in no more than a few words, ~7 tops.
etc.
This also gives them a chance to say 'well maybe not necessarily' out of a necessity to feel powerful by correcting you while accidentally giving up a concession… -
Act.
Hopefully you came across in a non-threatening way and left them none the wiser. You are now armed with the knowledge that there is no circumstance under which you will get your way. You can now make your next move with a clear view AND a clear conscience. You have already given them more than fair opportunity to negotiate; the time to negotiate is now over. If you are holding any 'cards', don't reveal your hand, just play them. For the love of god DON'T give them any impression that it was you, because it will only invite reprisal. If they were breaking the law before, the law may not stop them from breaking you later.
Leave them in the dark as much as possible when you pull the trigger.
This is the moment when you jump to another job (if you have one lined up).
This is the moment when you certified-mail all the incriminating photos and documentation to a health and/or safety agency.
This is the moment when you call your lawyer and file suit.
This is the moment when you douse the metaphorical kerosene and burn the proverbial bridge.
No matter how you act, though, make sure you get clear of the blast zone first so they can't drag you down with them.
Hopefully they'll think you were on their side to the very end and not even suspect that you're the one who yanked the rug right out from under their operation. Or at the very least, they'll feel blindsided when you call out sick for two weeks and then that very same day have your two weeks notice resignation letter delivered.