Feeling Overwhelmed in HR: How Do You Handle the Emotional Toll of Tough Decisions?

Hi all, the past three days have indeed been very challenging. It made me think about how frustrating an HR job can be and the perception we receive from workers/staff.

I have initiated 15 show cause letters to my workers. The astonishment is that these are not just plain workers but key personnel of the company who are at a supervisory level. They have been found neglecting their primary responsibilities and focusing on their own interests. After 2.5 days of initiating the letters, I feel as though my face is too thick to even walk out of the office.

Undoubtedly, being bold and objective when presenting the letters, mentally I wish I didn't have to be the one to issue these notices. In the name of God, it is just a show cause letter, but the reactions received have been overwhelming. My supervisors would probably wish me well in their minds and hearts, not to mention all the negative comments I receive when they leave the office.

As much as I dislike airing dirty laundry, the company seems to have the best interests at heart, and sadly, I am aligned with it. Walking back home after work feels like being a cell phone with only 1% battery life. As proud as I am of the experience I have gained over the years, I dread going through these phases in my life.

"Mercy" is a word that is so exclusive that you are not allowed to provide it to your resources, and you are not obligated to have it in your HR career. Well, I guess as the going gets tough, the tough get going.

I aspired to be an HR professional, and now as a Senior Human Resources personnel, I do not doubt my ability to reach the top, but I wonder how long I will have the courage to walk a path that seems to have no roses, only thorns.

Feel free to share your thoughts on my situation; any words will be appreciated to help overcome the challenges. Have a good day!

P.S. Hopefully, not many dirty linens tomorrow.

You have some fundamental differences in understanding the nature of your work. In HR or in any other managerial function, one must think from the head and not from the heart. I have written this in my earlier posts also.

The Role of Supervisors and Show Cause Letters

Why have things come to such a pass that supervisors are required to issue show cause letters? It is because of their dereliction of primary responsibility. Who is responsible for allowing things to come to such a pass? They themselves. Then why are you feeling bad about it?

You are primarily employed to protect the interests as well as the image of the company. The action is taken in the interest of the company. By issuing show cause notices to poor performers, your company is fostering a culture of discipline. Then where is the problem?

When show cause notices are issued to the supervisors, it sends a message to one and all about what your company stands for. Businesses do not run on mercy but on performance.

Embrace Your Role

Stop this self-flagellation. What you have done was part of your job. If you had failed to issue the show cause notices, then possibly you also would have ended up getting the same one.

Look at the positive side of your job. There is no point in being "part of the gang." Linens need washing when they become dirty. Clean linens do not need any washing!

Ok...

Regards,
Dinesh V Divekar

The act of issuing memos to non-performers is a positive indicator of employee communication and involvement. The workers/staff you referred to should demonstrate some level of integrity and commitment to their job. I am pleased that you view this from the perspective of being a responsible HR professional and understanding the employer's standpoint. I hope you find these insights valuable.

Cheers...

I really agree with Dinesh. Things may have even worsened if this was not stopped at this moment. The only question you have in your mind is, "Why me?" Well, this is a good experience for you. When a part of the body is hurt, getting it cleaned up is the best thing you can do when it is fresh instead of getting it amputated from your body. If a small pain hurts you now, how will you bear it when it's a big one? So, you should always be prepared. If you hadn't taken this step today, then maybe in the future, there would have been a necessity for the suspension letter. Whatever happens, it's for good.

Thanks & Regards,
Umesh

"If there is a way, I will find one; if there is none, I will make one."

Dealing with Disciplinary Actions in HR

Initiating disciplinary action is always a thankless job. Once the issues are resolved, one can move on to other tasks. As mentioned to Mr. Dinesh, there is no need for self-flagellation. People always desire compliments, not otherwise. Therefore, anyone receiving a show-cause notice will likely make adverse remarks about HR. In such situations, everyone on the management side should not single out any individual as the decision-maker but should convey that it is a collective decision of management.

After receiving the show-cause notice, if individuals acknowledge their mistakes, a suitable training program should be organized to instill a sense of responsibility towards the organization, which can rectify the imbalance caused by the disciplinary action. Those who show no remorse should face appropriate punitive measures. This is a natural progression in any organization, so these events should not be taken to heart.

Regards,
M. Venkatraghavan