Sunstone HR (HR Consulting)

By Rod Lacey, Sunstone HR Yes, you heard me right, too much compassion in an organization can create a zombie outbreak. Curious?! Please let me explain. Let’s assume that Roger has been identified for termination, due to work performance. You could also swap-out 'work performance' for a simple layoff and the story remains basically the same. As you sit with the CEO and COO to review how to orchestrate Roger’s departure, the COO identifies that he lives near Roger, and that he knows Roger and his family are going through some hard times. He doesn’t ask to reverse the decision (because it’s a good business decision), but does ask if there is some sort of compassion that could be showed to Roger. What is decided is that Roger should receive what I refer to as a ‘ work-out’ period . Roger will be told that he’s being let go, but given 45 days to remain employed and look for work. The compassionate manager felt that it would be easier for Roger to gain employment i...

Employee Relations: Responding to the “H” Word What I love about a career in human resources is that 'people' keep things very interesting. I will never be able to say that " I've seen it all " because even when facing a similar scenario, how an individual responds or behaves makes it an entirely new situation. If you've spent time in management or human resources, you've all had that employee relations moment when a woman comes in and shares a story that freezes you in your tracks. Your mind thinks the words "Oh s*#!" but you remain visibly calm as she shares her story. She shares that she’s been offended by an incredibly crude comment made by a coworker. She’s visibly upset and expresses that she’s ‘ had it’ and ‘ will not work with that man again .’ She then tells you that she's going home for the day and walks out. A quick clarification before we proceed:     I refer to the harasser as a “he” and the harassed as a “she” for ...