In a business environment: Is there any benefit in telling someone when another person speaks ill of them?

What would you gain from telling the ‘victim’? What good would you get? What good would it do?

I would just tell the person who is complaining that you’re not comfortable with that topic. Then try to change the subject.

Depending on how well I knew the person I might or might not just warn them to “watch their back with that one.”
I have a really hard time with two faced people.

@gemiwing has a good point. It is probably better t confront the gossip, but if they are undermining someone you respect, a warning to the recipient of the attacks might still be in order, depending on you corporate culture.

This person, the ‘attacker’, was passed over for a promotion because the “victim” came back to work full time. The ‘attacker’ is resentful and spiteful. The “victim” here is someone whom I do respect immensely, and is undeserving of this type of attack. She’s been with the company a long time, she’s smart, knows how to get things done, and as a ‘boss’ has been terrific.

Undermining barely begins to describe what is going on, it’s more like sabotage. The “attacker” has made off hand comments in meetings with statements like “I would have had that information, but when I went to visit _____ to discuss it, he/she had left for the day”
(Failing to mention that she went to discuss this information at a time when it was not the normal course of our business day and ________ has children who have to be picked up, dropped off etc…)

This is one instance; I’ve seen and heard others. It’s like a campaign to subtly (or not so subtly) discredit this person and have it appear as if he/she is not worthy of their new position.

Somewhere in my mind, I feel like the “victim” MUST know this is going on, but then again, if not, I’d hate to see this person blind sided as these negative comments and questioning of ability echo up the ladder of the company.

Perhaps you could stand up for the victim. If she says something during the meeting- correct her. Who knows, if you lead others will probably follow suit and not let her get away with this childish behavior.

You can’t control what she does, only how you react to it really.

What, if any, real influence does the attacker have in the company?

stay out of it and don’t worry about. ‘victim’ probably knows all about it, as do the rest of the corporate officers, it’s only a matter of time until ‘saboteur’ is gone.

It’s a good question. What do they expect you to do about it? What if you suggest to the person with the complaint to bring it to the person they are complaining about?

Stay professional in a professional environment. Don’t participate in their silly reindeer games.

There is no benefit in doing this outside of a business situation either.

Sure, sabotage. It’s an opportune time to put someone off balance who may in your way of advancement or maybe they are the exact thing you want so letting someone else take them out by degrees is almost irresistible.

i agree with gemiwing and you could make sure the upper levels know how competent “victim” is