This is also a case of constructive dismissal if they left and carries its own challenges. Why should someone in this position need to take such a drastic action on the back of them providing evidence in such an investigation (assuming they were giving evidence on request and not the one reporting). However this really shouldn’t matter either way. I think Joseph is completely missing the point and simply enforcing and showing all the negativity associated with office politics.

This in essence is a case of bullying and we teach our children to stand up to bullying , not let them get away with it. If a woman is abused, do we tell them to say nothing and forget it?

Granted and thankfully the article moved to having a crucial conversation with the manager in question. The best way to solve any problem is to talk about it. Start there, talk to people you can trust, assess the situation and remember “this is not your fault”.

Mr Grenny really needs to reassess his social science skills..

Here is the tricky part. The employee is present during the questioning the Foreman must be very careful how he responds. Let me just use a an actual exchange.
Superintendent – Does he/she have work?
Foreman – Before I answer that, what if I say No! I know you will grant the employee the leave. But what if I say, Yes! You will deny the leave based on my response. Guess what? Who do you think the employee will be upset at? That’s right Me, Mr. Foreman because I said Yes, you will deny the request with your signature but leave the Foreman to deal with the employees wrath. So if you don’t mind, I would like to defer that question and leave it to your professionalism to make that decision. But I am grateful for your confidence in my abilities but this falls way out of my expertise.

You must have a set of principles that will maintain your integrity and help sustain you through those difficult days. Sometimes, which may be all the time you will have to walk alone and you have to be willing to stand alone, no matter the consequences. You will be surprise at how many people in your organization is watching how you handle things and time will be your friend. You must leave your emotions out or else everything else is just reactive with no real consequences.

I agree with Joseph; once you have a target on your back, people will be afraid to back you or even associate with you. My experience is that people who are in the wrong will never back down. And they will not stop attacking the person who challenged their behavior until they have destroyed them. (Hopefully, just figuratively.)

Surely there are other organizations around with missions that you can support. This well is poisoned. Staying will only cause you unending stress and misery, which will compromise both your mental and physical health.

And no, it isn’t right that you did the right thing and are placed in this untenable situation. But here you are anyhow, Move on to a much happier job. Most likely you will be better off in the end.

I don’t disagree that leaving is a viable option – but it is not the only option. To put the weight on the person who participated (presumably in good faith) in the investigation is not right.