Before the age of technology which has made this type of action possible (before, you were reduced to clipping letters out of a newspaper and gluing them to a piece of paper), you either put up with the obnoxious behaviour, talked to the person directly (which was always risky because the offender could, and often did, tell you get over it, suck it up, princess, or, if more scholarly, suggest that those who were without sin could cast the first stone.), or you complained to the person’s boss but insisted that your name be kept out of it. 

“Before you criticize a man, walk a mile in his shoes. That way, when you do criticize him, you’ll be a mile away and have his shoes.”

~ Unknown

The boss then called the offender in, told him or her about the complaint, and when asked who had the problem, indicated that the complainer’s name was confidential. Whereupon the offender smacked his forehead, and loudly exclaimed “Well, gosh. I didn’t realize. Thank you so much for letting me know about this. I’ll change immediately.”

Not likely.

More frequently the person left the boss’s office and spent the next week trying to figure out who the anonymous s.o.b. was who was tattle-tailing to the boss.

Giving criticism is never an easy task to be sure, but I believe the risks of providing this type of information to people anonymously far outweighs the benefits of remaining invisible and safe. There may be times when complaints to authorities with a request to have your identity withheld are warranted (a tyrannical boss, for example, who may retaliate), but the resulting suspicion and paranoia that can result can create a workplace that is far more toxic than one in which some inconsiderate or thoughtless behaviour occurs.

Please feel free to pass this on (not anonymously) to friends and colleagues, but please do include the source.

© 2008, Pitsel and Associates Ltd.

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