Explore how to derail employee conflict early on with our Working with the Problem Employee in-person course on Nov. 18 with instructor Matt Ellis. Learn to identify and analyze employee behaviors that indicate a problem may exist and to create a more efficient and low-stress work environment for all. Topics include common problems facing today's employees, available sources and interventions supervisors can perform. Details: https://bit.ly/417QQGY #HR #UNR #ProblemEmployee #Supervisor

Explore how to derail employee conflict early on with our Working with the Problem Employee in-person course on Nov. 18 with instructor Matt Ellis. Learn to identify and analyze employee behaviors that indicate a problem may exist and to create a more efficient and low-stress work environment for all. Topics include common problems facing today's employees, available sources and interventions supervisors can perform. Details: https://bit.ly/417QQGY #HR #UNR #ProblemEmployee #Supervisor

Explore how to derail employee conflict early on with our Working with the Problem Employee in-person course on Nov. 18 with instructor Matt Ellis. Learn to identify and analyze employee behaviors that indicate a problem may exist and to create a more efficient and low-stress work environment for all. Topics include common problems facing today's employees, available sources and interventions supervisors can perform. Details: https://bit.ly/417QQGY #HR #UNR #ProblemEmployee #Supervisor

Employee Relations in 2025 – What’s the Pressure Point? Employee Relations is shifting under our feet. Hybrid teams, digital misconduct, generational expectations, and tighter governance all create new fault lines. Yet ER often only gets attention when things go wrong. 👉 My question to you is: What do you see as the single biggest ER challenge right now? Is it: Managing conflict in hybrid/remote teams? Building trust while enforcing policies? Handling investigations fairly and transparently? Balancing employee voice with organisational risk? Something else entirely? I’m keen to hear where leaders, HR teams, and managers feel the real ER pressure points are today. What would you put at the top of the list?

What do you think HR’s role really is? Is it to: A) Protect employees B) Protect the company C) Balance both Here’s why I ask. Last month, I spoke to an employee who said, “HR is only there for the employer. They don’t care about us.” A week later, another person told me, “HR is supposed to fight for us, not the company.” Both can’t be true. Or maybe… both are true. In employee relations, HR walks a fine line: 1:Supporting staff when they face issues. 2:Protecting the company from risk. 3:Finding a middle ground where trust survives. I’m curious. If you’ve dealt with HR before, which role did you feel they played most?

In HR, truth primarily comes from the honest conversations with individuals and accurate interpretation of this data, the observation of employee actions, and the analysis of behaviors within the organization. It also involves courageous communication about performance and culture, grounded in fact, and a commitment to presenting objective realities, even when difficult.

“You’re too friendly for HR.” I’ve heard this line before and honestly, I take it as a compliment. Being friendly doesn’t mean being unprofessional. It means being approachable, empathetic, and human which is exactly what HR should be about. 💬 But here’s the tricky part …. not everyone understands that balance. Some employees may mistake friendliness for weakness, or take advantage of that openness. That’s when it becomes our job, as HR professionals, to maintain warmth without losing boundaries. Empathy and professionalism can (and should) coexist. Being approachable doesn’t mean being a pushover , it means you can listen, understand, and still make fair, firm decisions. Because if HR doesn’t make the workplace more human… who will? 💼✨ #HRLife #Leadership #WorkplaceCulture #EmpathyAtWork #HumanResources #ProfessionalBoundaries #BeKind

In HR, truth primarily comes from the honest conversations with individuals and accurate interpretation of this data, the observation of employee actions, and the analysis of behaviors within the organization. It also involves courageous communication about performance and culture, grounded in fact, and a commitment to presenting objective realities, even when difficult.

Being approachable and empathetic is part of the job. A friendly attitude builds trust, encourages open communication, and creates a safe environment . However being friendly doesn’t mean being a pushover. Striking this balance is what earns HR professionals true respect. Not just being liked, but being trusted to do what’s right, even when it’s hard. #Friendlysetsthetone #Firmupholdsthestandard

"You're too friendly for HR." I’ve heard this more times than I can count.  Early in my career, I noticed employees often hesitated to share concerns because HR felt “formal” or “distant.” By simply being approachable and listening without judgment, I saw people open up, issues got resolved faster, and engagement improved. Over time, this approach built a stronger bond between employees and HR, and ultimately a healthier workplace culture. Being friendly isn’t soft. It’s strategic, intentional, and human centered...