<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=2119418688374700&amp;ev=PageView&amp;noscript=1">

7 Tips for Addressing Sensitive Issues with Employees

May 18th, 2022

3 min. read

By Julie Van Vonderen, Director of McCloneHR Consulting

7 Tips for Addressing Sensitive Issues with Employees

There’s no easy way to bring it up. Perhaps it’s an employee who doesn’t practice good personal hygiene, someone who’s become the office bully, or an office romance that’s gone too far.

Dealing with sensitive issues or personal problems with employees is often much more difficult than addressing poor performance. Yet, you know the tough conversation needs to take place. These tips will help you handle sensitive topics with tact and care.

1. Be Proactive

The worst thing a supervisor or Human Resources team member can do is allow poor behavior to go on for too long, hoping it will go away on its own.

If you or others are distracted by someone’s unacceptable behavior, it needs to be addressed quickly before it gets worse or becomes a topic of conversation around the water cooler. Waiting too long to have difficult conversations can damage a healthy company culture and could lead to potential legal problems.

Related:  Common Workplace Compliance Requirements

2. Be Prepared

When you meet with the person, have some talking points and facts written down to help you clearly communicate the reason for the meeting. Nerves can get in the way, making it difficult to communicate clearly. The employee may ask for examples of the unacceptable behavior, so make sure you have documentation of any incidents to back up your claims.

Think through how you will calmly handle any reaction (e.g., anger, tears, indifference, defiance, etc.) and prepare to take whatever corrective actions might be necessary. Depending on the nature of the issue, you may want another supervisor or HR representative as a witness to the conversation.

3. Be Discreet

There’s nothing more awkward than bringing up a sensitive issue during a staff meeting or in a group setting when it really only applies to one person. Doing so leaves everyone confused and frustrated, especially when others know the individual who’s behind it all.

Meanwhile, the person who really needs to hear the message likely has no clue. Be respectful of everyone on your staff, especially the offending individual, by discreetly addressing any issues one-on-one.

4. Be Empathetic

Above all, show concern and care for the person. It may help to share how difficult it is for you to bring up the issue and to simply ask if everything’s OK.

Express why you value him or her, both professionally and personally, but be forthright about how the issue is negatively impacting the work environment. Focus on the behavior, not the person. Allow him or her to maintain dignity at all times. It’s not about calling someone out; it’s about helping someone out.

5. Be Helpful

There are times when an employee simply needs help. This is especially true for those struggling with addiction, economic hardships, depression, or a difficult home life. A personal crisis can weigh heavily on employees and carry over to their professional lives.

Many companies offer an employee assistance program that covers programs or therapy to aid workers struggling with issues like addiction, anger management, or depression. Employers can also recommend books, support groups, online resources, legal help, mentor programs, and more. It’s important to not only make an employee aware of any sensitive issues but to also offer potential solutions.

6. Be Compliant

Make sure you’re familiar with any legal requirements regarding the topic you’re covering with the employee. Just as there are off-limit questions when hiring a new employee, know what you can and should not say to an existing employee. Avoid discriminatory comments or other inappropriate references that could lead to litigation down the road.

7. Be Diligent

Demonstrate your care and concern with proper follow-up. It’s best to schedule a follow-up meeting during your initial conversation so the person knows there will be accountability going forward.

When you speak again, ask how he or she is doing, what measures have been taken to address the issue, and if further help is needed. And, when you see improvement, acknowledge it respectfully and let your employee know that the effort is appreciated and making a difference.

Handling sensitive HR issues can be one of the most difficult parts of leading an organization, especially if your company has a family atmosphere and strong employee engagement. But doing so respectfully and with purpose is a vital part of building and maintaining a great culture.

Looking for Help with HR Challenges?

There are many HR responsibilities involved in running a business and it can be challenging to have things run smoothly if you don’t establish some set policies and procedures for addressing those duties.

McCloneHR can help! From payroll processing and benefits administration to guidance for hiring and recruiting, our HR team partners with and supports your team! Contact us today to learn more about our HR outsourcing services.

In the meantime, download our Workplace Compliance Requirements Infographic to make sure you’re up to date with the regulations that impact your business.

HR Compliance Requirements Infographic CTA2

Julie Van Vonderen, Director of McCloneHR Consulting

Julie knows the ins-and-outs of HR because she has walked a mile in her client’s shoes. Before coming to McClone to manage our HR consulting practice, she spent 25 years in-house doing HR for financial services and manufacturing companies. That depth of experience has given her critical perspective as she works with McClone clients through change management, strategic planning, employee engagement and organizational development transitions. She leads McClone’s HR practice providing valuable insight to clients and then working to develop plans and policies to turn strategies into practice. Julie has a bachelor’s degree in HR and marketing from University of Wisconsin - Oshkosh. She is the current president of the Heart of the Valley Chamber of Commerce and the HR Advisory committee at Fox Valley Technical College.

Business meeting.

7 Best Practices for Maximizing your HR Department

September 20th, 2023|4 min. read
Office employees in cubicles.

Five Trends in Employee Benefits for 2023

August 23rd, 2023|3 min. read

The Marriage of Tech and People: Why effective HR needs both

July 5th, 2023|2 min. read

5 Strategies for HR to Boost Company Performance & Profits

June 15th, 2022|3 min. read

Six Ways to Improve the Perception of HR

May 25th, 2022|4 min. read
11 Questions to Ask if Your Company is Experiencing High Turnover

11 Questions to Ask if Your Company is Experiencing High Turnover

April 27th, 2022|4 min. read
Spousal Surcharge: A Fix for Rising Costs of Employer Sponsored Plans?

Spousal Surcharge: A Fix for Rising Costs of Employer Sponsored Plans?

April 13th, 2022|2 min. read
computer keyboard hands typing

Integrated Software Helps Solve Top 5 HR Technology Woes

June 2nd, 2021|2 min. read
Employee carrying box

Five Pro HR Tips to Maximize Your Employee Retention Efforts

May 26th, 2021|3 min. read
Scal_HR_with_Business

Scaling Your Business? Don’t Forget HR's Role in Organizational Change

May 19th, 2021|3 min. read
corporate hand plucking HR pro from group

Five Signs It’s Time to Hire an HR Professional

May 5th, 2021|3 min. read
Balance between money and time HR outsourcing

Does HR Outsourcing Save More Than It Costs?

April 28th, 2021|3 min. read
Need_to_Reduce_Employee_Headcount

Avoid Employee Layoffs with 5 Cost-Saving Alternatives

April 21st, 2021|2 min. read
checkboxes with checkmarks

These 7 HR Best Practices Make Biggest Impact on Business

April 14th, 2021|3 min. read
Return_to_Work_Program

5 Tips for Developing a Successful Return to Work Program

April 7th, 2021|3 min. read
Handling_Workplace_Harassment

How Are You Preventing and  Handling Workplace Harassment?

March 31st, 2021|3 min. read
Family_Medical_Leave_Act

Understanding the Family and Medical Leave Act (FMLA)

March 17th, 2021|3 min. read
Signing Form I-9

5 Things for Employers to Know About Form I-9

March 10th, 2021|3 min. read
What_Businesses_Needs_to_Know_About_FLSA

What Every Business Needs to Know About FLSA Rules

March 3rd, 2021|2 min. read
Questions_Employers_Should_Never_Ask_During_Interviews

5 Questions Employers Should Never Ask During Job Interviews

December 16th, 2020|4 min. read

Top 4 Best Practices for Offering Health Benefits and Lowering Premiums

August 12th, 2020|3 min. read
Offering_Competitive_Benefits

Creative Ideas for Offering Truly Competitive Benefits

July 15th, 2020|3 min. read
Doctor and patient shaking hands

Benefits Communication: Inspiring Savvy Healthcare Users

July 1st, 2020|3 min. read
work from home woman with laptop in kitchen

This is Not a Drill: Remote Work Reality Check & Tips for Success

March 27th, 2020|3 min. read