#WorkplaceEmotions #HumanDecency #HRBPstruggles
Hey everyone! 🤗 Can we talk about emotions in the workplace for a minute? I’m just venting here, so bear with me!
So, as a relatively young HRBP, I am constantly amazed (and not in a good way) by some of the behavior I witness in the workplace. I mean, is it really that hard to just treat each other with a bit of respect and decency?
I don’t know about you, but I am at my wit’s end with all the drama and lack of communication I see on a daily basis. It’s like people have forgotten how to have a basic conversation without it turning into a full-blown crisis! 😩
One thing I think could really help is if we all made more use of our Employee Assistance Program (EAP) or some kind of emotional intelligence training. Because let’s face it, these issues are not going to solve themselves, right? 😅
After a good rant, it’s always good to think about solutions, right? Let’s all work on better communication skills, showing empathy towards others, and creating a more positive work environment together! 🌟
What do you think? Any tips or tricks for navigating emotions in the workplace? Let’s share our insights and help each other out! 💬🌈
Don’t worry, you aren’t alone.
I’m shocked how many times I’ve read an investigation where the employee has said a critical piece of information and it hasn’t been followed up. I remember being quite frustrated at how these investigations were being held, but I quickly shut those feelings down as managers hadn’t given their employees the skillset, training or tools to effectively hold these conversations as there is such a focus on operational targets to be met.
Have you thought about investigation training workshops?
I’m an HR Change and Communication Consultant. A huge part of this going forward is changing your culture. That will take a lot of work – maybe years of work – and it starts with leadership on down.
– Leadership sets the tone: no one gets away with disrespect starting at the top
– Managers cannot manage by email all of the time – face to face time with employees is required (or video calls where cameras are on) and holds
people accountable
– Someone makes a complaint? Make them talk about it with the other party – HR can be present if necessary (the caveat being of course something egregious that goes beyond a simple chat fixing it)
This isn’t about micromanaging – it’s about making sure everyone is present and starts communicating.
It’s wild the stuff I see. I’ve seen better behaviour from six year olds than some of the stuff that’s come up during an investigation. It always makes me wonder how these people act outside the workplace, or have healthy relationships.
Have you met humanity at large? By nature of what’s happening, you’re bound to be dealing with the lower-than-average capability set.
Part of your challenge is you might not be senior enough to be blunt with managers and know that you’ll be protected. The more work you do to deal with the issues, the less incentive there is for the behavior to change.