Why You Should Write Down the Exact Words
Writing "they spoke harshly to me" often doesn't mean much to someone who wasn't there.
Wherever you can, write down what was actually said.
For example:
- "Anyone would know that."
- "Why can't you do this?"
- "This is all wrong."
- "Figure it out yourself."
- "Don't do things on your own."
- "Don't send it in chat. Tell me in person."
- "That's not what I meant."
Of course, if your memory is fuzzy, don't force it into something definite.
In that case, write it like this:
I don't remember the exact wording, but they said something along the lines of "Anyone would know that."
What matters is not boiling it all down to a summary of how you felt.
Always Record What You Did, Too
Your log should include not just what the other person said, but how you responded.
That's because in workplace disputes, people sometimes say things later like:
"Maybe you never checked it yourself."
"Maybe you never reported it."
"Isn't this just your side of the story?"
So write down:
- When you handed in the materials
- When you checked them
- Who you talked to about it
- What you corrected
- How you replied
- How far you went on your end
- Where you had to wait for a decision from someone else
This isn't only about justifying yourself.
It's the information a third party needs to judge the whole situation fairly.
Separate Facts, Guesses, Feelings, and Impact
The key to recording a workplace problem is not to mix these things together.
A bad example:
My boss is trying to destroy me, and everything was harassment.
I understand the feeling.
But as something you show to a third party, it's weak.
A good example:
Fact
On XX/XX, during a meeting, they said something along the lines of "Anyone would know that."
What I did
I said right then, "Could you tell me which part I should fix?"
Impact
After that, I had to redo the work several times, and it took more time. I started to freeze up when I went to ask them anything.
Guess
The criteria for judging the work weren't shared in advance, so it's possible that changes were being demanded after the fact.
Feelings
Their harsh tone left me feeling that it was unfair, and I felt anxious.
Sorting things this way lets you organize them as facts without erasing your feelings.
Template: Power Harassment and Problem Remarks Log
## Power Harassment / Workplace Problem Log
### 1. Date and time
Around XX o'clock on XX/XX/2026
### 2. Place
Meeting room / chat / phone / on site / online meeting
### 3. People involved
Speaker:
Others present:
Me:
### 4. Background and what was happening just before
What task, meeting, or consultation was going on.
### 5. What was actually said or done
Record it word for word as far as you can.
> "XX"
If you don't remember the exact wording:
> They said something along the lines of "XX"
### 6. What I did in response
What you checked, how you replied, what you corrected, who you talked to.
### 7. What happened afterward
More work, a change of direction, redoing things, freezing up, becoming hard to ask for advice, etc.
### 8. What could be the problem
Attacking your character / unreasonable demands / shifting blame / changing instructions after the fact / scolding in public / unclear criteria / blocking you from asking for help, etc.
### 9. Sorting out facts, guesses, and feelings
Facts:
Guesses:
Feelings:
Impact on work:
### 10. Has something similar happened before?
First time / several times / happens to others too / ongoing pattern
### 11. Summary to share when asking for help
A short summary for a third party to read.
What AI Can Do for You
If you have meeting recordings, notes from one-on-ones, chat logs, or handwritten notes, AI can help you with things like:
- Putting events in chronological order
- Pulling out the remarks
- Picking out what you did in response
- Separating facts, guesses, and feelings
- Sorting out what could be the problem
- Writing a summary to use when you ask for help
- Exporting to DOCX / TXT / Markdown
However, if you plan to put audio or personal information into an outside service, be careful about your company's rules and how personal information is handled.
Summary: A Log a Third Party Can Understand Organizes Your Feelings, Not Erases Them
When you record power harassment or other workplace trouble, you don't need to erase your feelings.
In fact, how painful it was matters.
But as material for asking for help, it's easier to understand when you separate:
- Facts
- What you did
- Impact
- Guesses
- Feelings
Don't stop at "it was awful."
Write down what happened, what you did, and what could be the problem.
That's the kind of log that protects you.
