EMPLOYEE RANTS

Lets face it, there are conversations that need to take place with employees which we know are difficult. Be it disciplinary conversations or the dreaded termination conversation.

Something that has helped me navigate these conversations over the past few years, is maintaining a professional demeanor while still showing empathy. Empathy doesn’t have to equal a pat in the back, an “I’m sorry” or a “you’re right.” Empathy is intertwined with respect. If I extend respect to the employee by allowing them to tell their story and vent, then I am extending empathy. Taking this first step can make a huge difference in where the conversation ends.

Another important key, is to document. If you have a feeling that the meeting is going to be

confrontational, it might be a good idea to bring a witness, such as a manager or another HR

personnel. While the employee is ranting, give them the opportunity to say what they need to say. Pay attention to any accusations made against anyone within the organization that may have the potential to become a lawsuit. If something is said along those lines, it is important to get a full detailed statement from the individual and once the meeting is over, you should investigate any allegations made.

Most times, people just want to be heard and feel respected. However, there may be times when the individual just does not want to reason and becomes verbally abusive, aggressive or can even try to get physical. If this is the case, remove yourself from harms way (leave the room) and go look for help in getting the individual escorted from the premises.

Employee relations don’t have to be overwhelming. I’m here to help you stay prepared.

— Debbie Beekee, B.S., SHRM-CP | Beekee Solutions