It’s an unfortunate but inevitable reality that HR professionals and other management officials are sometimes powerless when it comes to resolving workplace conflicts. The latest update to a story we highlighted a few weeks ago only serves to further illustrate this point, as the original letter-writer is still stuck dealing with a awkward situation at work.
The original letter-writer was dealing with a coworker who lashed out at her for successfully losing weight. The coworker was so upset about her weight loss that she openly expressed her anger and jealousy over the fact that the letter-writer was able to accomplish something that the coworker was struggling with. Understandably, this was a very uncomfortable situation for the letter-writer, who was looking for advice and support from her HR department.
Unfortunately, the response from the HR department was underwhelming. In the original post, we had many readers who questioned why the HR department wasn’t doing anything about this, since it was such an uncomfortable situation for the letter-writer. Well, the update serves to confirm our worst fears: not only was the HR department not doing anything, but they actually told the letter-writer that it was her responsibility to address the situation herself.
To be clear, we are not saying that the response from HR was the wrong one. In many cases, HR departments simply don’t have the resources, or the legal authority, to take effective and decisive action. All the same, it’s a reality that we cannot ignore — working in HR can be difficult, and it’s sometimes hard to know what to do when employees are in situations like this, where their workplace conflicts are so personal.
That being said, there are still things that HR departments can do in cases like this. For example, they can help foster an environment of acceptance and understanding in the workplace. They can also ensure that everyone has the same access to resources, and is treated with respect and understanding.
In addition to that, HR professionals should be aware of the dynamics in their workplace, and be prepared to step in if a situation like this arises. It may not be their responsibility to resolve the situation, but they can still provide support and advice to employees. They can also refer employees to other resources, such as counseling or mediation, which may be more effective at resolving the issue.
Finally, HR professionals should be proactive when it comes to preventing this kind of conflict in the workplace. This can be done through training, which can help employees understand why certain behaviors are inappropriate and unacceptable, and also help them understand how to handle conflicts in a more constructive manner. This type of training can be beneficial for all employees, as it can help them recognize and address issues in the workplace before they reach a boiling point.
Overall, it’s clear that the HR department in this case did not provide the response that the letter-writer was looking for. However, it’s important to remember that there are still things that HR departments can do to help employees when they find themselves in situations like this one. Of course, it’s ultimately up to the letter-writer to find a way to solve the situation, but having the support and guidance of the HR department can be invaluable in helping to resolve the conflict. Ultimately, we hope that the letter-writer is able to come to a resolution with her coworker, and that all other employees in the workplace are able to be treated with respect and understanding.
