Human Resources. They're bloody champions. We love them. Truly.

But if you're a HR practitioner best steel yourself. This is gonna sting.

HR have stuffed up way too many tough conversations over the years by giving out exceptionally poor advice. Royally so.

Now before we start a HR riot (which would likely be a very even-tempered and respectful riot BTW) it's important we get a bit more specific about things.

Y'see HR are responsible for a great many things that have advanced workplace relations and working conditions for employees all across the world. Bloody champions; like we said.

But the area we have in our crosshairs? The outdated concept of gathering evidence. Especially in a clandestine fashion.

You possibly have been on the end of this well-meaning but ultimately flawed concept. Keeping notes on your employee's transgressions or shortcomings over time so you can build a credible case.

The huge problem with this process is it subverts the real effort that should be taking place; that is having regular conversations to work through issues and problems. 

The opposite of the secretive approach —and a suggested method—is to give people direction right from the start rather than 'spring' an evidence trail upon them.

Ultimately you can't change what happens, but you can change what happens next. Watch the following video to see a brief intro:



So hopefully you've prepared yourself for the conversation (COMPASS and ROADMAP are your best friends) ...and that's great. But does the other person know about being prepared so they don’t feel ambushed?

In the DIRECTION pathway we'll look at:

  1. How to frame the conversation, so that it is delivered in the right way
  2. Know the practicalities around when and where to have the conversation. Some simple do's and don't's, and
  3. Why the only surprises worth having are on your birthday. Let's start there then shall we?