Perspective is interesting. As we age, how we view things changes.
I was recently having this discussion with my husband with regard to the world of work. When we are working in a difficult environment, it can be hard to see the forest for the trees. We get caught up in the drama, the office politics…we assume the worst and believe the stories we tell ourselves. I have said this for years and I truly believe it – workplace trauma is real.
But here’s the good news: once that experience is over, the healing begins. Immediately after leaving an employer, we experience an array of emotions. It’s similar to any breakup or ending. Disbelief coupled with relief. Fear mixed with anger and shame.
As time moves forward, we are able to step back and see things we couldn’t before. As it turns out, that person is not truly bad or evil; perhaps they got caught up in things and made bad decisions. You may have been wronged. You may have done things you are not proud of. But it’s important to keep perspective and give grace.
I have had many interesting employment experiences. I have worked for some terrible employers. I have also worked with some amazing and talented individuals. I have had great clients and horrible clients. But at the end of the day, I take a step back and reflect on what I learned from each situation. What was God trying to teach me in those moments? It’s not easy, especially in the weeks and months immediately following. Even now, I will recall a particularly trying incident at a previous employer and just cringe. I mean, really? Was that truly necessary for me to go through? I just try to keep faith and move forward.
This poses an interesting question for my peers – what can HR really do to aide the employee experience? Sure, we can create great onboarding and orientation programs, we can assign mentors, we can work toward equitable compensation and benefits. But how can we help employees to navigate a challenging culture or toxic environment? Here are my top 5 suggestions:
- Build a manager training program and develop strong relationships between HR and management.
- Provide tools to employees to encourage open dialogue at all levels of the organization.
- Discuss concerns regarding culture with leadership.
- Give candidates a true picture of the culture and environment during the interview process.
- If it’s hopeless, call it. And get out.
In my experience with small businesses, sometimes you have to call a spade a spade. Some owners and leaders are just not effective and sometimes they just don’t care. They are going to run their business as they see fit. For the most part, that is fine – but it doesn’t mean it’s right for you or for others. I see too many of my HR peers constantly climbing a steep hill they are never going to reach the top of in the spirit of ‘maybe I can change them.’ Let me save you some time – no, you can’t. If the top leadership of an organization does not view employees as their number one priority, nothing you do or say is going to change their minds. If they view your initiatives as ‘HR projects’ and not company projects, run. Get out. Their behavior will tell you everything you need to know about their values.
I say all of this with 20 years of experience under my belt. There is a reality to the role that HR plays in an organization. I have many friends in HR who work for wonderful companies that truly value them and their contributions. Honestly, when I hear those stories, I’m jealous. Unfortunately, that has not been my experience. But I’ve seen it, particularly with the client companies I have worked with. Good HR strategy works. Throughout the employee lifecycle, solid HR practices are invaluable to an organization that appreciates it and welcomes it.
As the saying goes – time heals all wounds. For those of you who are recovering from workplace trauma, I see you. I am here for you, and I am praying for you.
Wishing everyone a blessed Friday, Happy Good Friday to my fellow believers!
Living in the Gray 