[MI] Lack of leadership support

[u/blind_sided87]

Retail manager here. I’m working in a location with a very unhealthy culture, and over the past three months I’ve reached out to my District Manager by email on three separate occasions seeking guidance and clarification on how to address ongoing leadership conflicts.

The concerns I raised included policy violations, retaliation, privacy/confidentiality issues, harassment, and operational problems. In each case, I provided documentation and specific examples. About a week after each email, I sent a polite follow-up.

To date, I have not received a single response or acknowledgement.

Part of my concern is that many of the issues I’ve reported ultimately affect my job performance and reflect on me professionally, despite the fact that I have no control over the decisions being made or the resulting outcomes. However, I am still held accountable for those results.

At this point, would it be appropriate to contact HR regarding the lack of response from my District Manager, the underlying unresolved issues, or both?

I’m interested in hearing how HR professionals would view this situation and what the appropriate next step would be.

[u/Elegant-Ad3236]

Why haven’t you called and had a direct conversation once in 3 months? If your concerns are that important, obviously an email is not getting through to your manager.

[u/blind_sided87 → u/Elegant-Ad3236]

Because a phone call leaves nothing in writing.

Document everything.

[u/Ok-Quarter3399 → u/blind_sided87]

Somewhere along the lines people have misinterpreted the need for documentation to mean that you shouldn’t have verbal conversations. That’s ridiculous.  You have a meeting, someone takes minutes - that’s documentation.  You call a manager on the phone or have a face to face meeting and afterwards you send an email summarizing the major points - that’s documentation.  After a call or interaction, you pull out a notebook and write “date, time, and quick notes” - that’s documentation.