If you have a relationship with the yeller, you could talk to them immediately after the encounter to voice your concerns, Keels adds. She says it can also be a good idea — not to mention considerate — to confirm with the person who was yelled at that the treatment they received was wrong and against company policy. Most importantly, show your support: "Let them know [you] would be willing to corroborate their story if they plan to escalate the issue with HR."