Packer vs Gyngell: HR best practice tips for when managers act-up

by Janie Smith07 May 2014
What do you do when the person at the top of the company does something that could shake the faith of the rest of the employees?

Bosses engaging in less than dignified behaviour isn’t all that uncommon and the Packer-Gyngell fight, which reportedly ended with teeth left on the pavement, is just the latest example.

Alexandra Tselios, business consultant and publisher of the website The Big Smoke, told HC Online that for HR people dealing with the aftermath of a boss’ embarrassing incident, conducting an assessment of their workload is the first step.

“Oftentimes, such an act is the result of severe pressure, or a mishandling of one's own coping capabilities. Ask yourself whether there could’ve been a stressful work situation or an excessive amount of work-related tasks leading up to the incident.”

Communication with staff is key, she said.

“Start by relaying to staff the message that while this is not acceptable behaviour, everyone is human and everyone makes mistakes. However, make sure to reiterate that there are ramifications to such acts of ‘lashing out’.
“The biggest lesson to be learned for employees is that their boss is a human too and even managers, senior executives and CEOs have lapses of judgement.”

Such incidents are a good time to reiterate what is acceptable behaviour and how best to deal with disagreements and conflicts and how to cope with stress and anxiety that could potentially lead to an embarrassing incident – whether it be personal or professional, said Tselios.

“I have worked with a boss that would have emotional outbursts and during these outbursts, there was no reasoning or engaging calmly with him. This is something that can often be resolved with training and education on how to cope with stress or irritation – something which is often undervalued in a business environment.

“The most important part of work from a HR perspective is that your employees feel safe and comfortable with their manager as if they can’t discuss things with their superior without fear of repercussion, it will be hard to not only retain quality staff but ensure productivity.”

From an external perspective, HR can try to prevent the incident from becoming a hot topic within the industry by finding out whether there is any incriminating evidence, such as photos, social media posts or video.

“Then it’s a matter of playing down the incident and proactively seeking to talk or meet with anyone directly involved as well as any witnesses.”

Unfortunately for the HR people dealing with the Packer/Gyngell fight, that ship has already sailed – News Corp reportedly paid $214,000 for a video of the incident, which was caught on camera by a fortuitously placed paparazzo.

Have you ever been forced to deal with a boss’ bad behaviour?
 
 
 
 

COMMENTS

  • by Leanne Faraday-Brash 7/05/2014 12:52:48 PM

    For executives of this stature, workload and pressure are inevitable and probably welcome. I would wager what fueled this violent and irrational altercation was far more about values, beliefs, blame, shame and the unspoken grief associated with the deterioration of a 35 year relationship than work stress on a Sunday afternoon. There were several "moments of truth" or sliding doors moments, particularly for Mr. Gyngell who admits today to going for James Packer as Packer got out of his car.
    People at this level are used to getting what they want and aren't often truly accountable to anyone. It's true, work stress can account for brain fades but more likely to cause loss of memory,fatigue and drop in productivity. This was a "crime of passion", one of total in the moment reactivity and loss of control. Asking either of them to reduce their workloads or take more holidays would likely have changed nothing.

  • by Clara 8/05/2014 4:33:19 PM

    At the time we might think 'its worth it and I don't care.' These feelings often fade quickly in the face of the reality check which inevitably comes.
    A public figure might be open to public scrutiny, but really, who are we to judge what happened?

  • by Adam 9/05/2014 12:33:24 PM

    Yes in answer to the question - I have had to deal with the bad behaviour of a boss.

    In this case, it was him falling asleep during a client meeting. The client actually left the office, closed the door, and simply left the premises; whilst the boss slept on. When he eventally awakened, he was extremely embarassed;so much so that he asked me to make his apologies. The falling asleep didn't seem as bad to me as his inability to ring the client afterwards.

Most Read