When Shayla returns from six months of parental leave, she's ready to re-engage with the job she loved. Instead, she faces complete silence, discriminatory treatment, and a systematic dismantling of her role. In this episode, Rebecca and Kim are joined by Jessica D. Winder, Chief People Officer and founder of Hidden Gem Career Coaching, to dissect one of HR's most infuriating failures: the botched return from parental leave. From ghost-town calendars to selective return-to-office mandates, from glass cliff assignments to single-person "layoffs," this story reveals how companies weaponize policy to push out new parents. Jessica, who's successfully returned from leave with two sets of twins, shares what good re-entry looks like and why this situation is textbook discrimination. The conversation gets real about why people stay in bad situations, how HR fails to intervene, and what managers and organizations must do differently to support returning employees. If you've ever wondered why parental leave return rates are abysmal, this episode answers that question with brutal clarity. Key Takeaways for People Leaders:  Treat returners like new hires—full re-onboarding required  Front-load support, back-load expectations Single-person layoffs are almost never legitimate  Policy changes that affect only recent returners signal discrimination  Check in at 30/60/90 days minimum If you're an HR professional, people manager, or someone planning for leave, this episode gives you the framework to do better—and the language to call out what's wrong. Resources: Submit your HR confession: HRconfessions@skillcycle.com Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when revenge porn meets the workplace? In this episode, Rebecca and Kim are joined by Stacey Nordwall (host of Toot or Boot and VP of People Strategy at PIN) to discuss a case that blurs every line between personal and professional. An HR executive's Saturday morning email check reveals an anonymous complaint against a senior leader, complete with explicit photos and blackmail accusations. With the company in the middle of an acquisition, leadership must decide whether to support an employee who's the victim of a crime or protect the deal at all costs. This story raises critical questions about risk management, at-will employment, work-life boundaries, and what companies owe employees when their personal lives become workplace liabilities through no fault of their own. Show Notes: The anatomy of workplace extortion When personal matters become HR issues Risk assessment during high-stakes business moments At-will employment vs. wrongful termination Supporting employees who are crime victims Setting boundaries between work and weekend Core HR Themes: Personal vs. Professional Boundaries: Where does an employee's private life become the employer's concern? Risk Assessment Under Pressure: Making high-stakes decisions during critical business moments At-Will Employment Gray Areas: Legal vs. ethical termination decisions Victim Treatment: How organizations respond when employees are targets of illegal activity Crisis Management: Balancing company protection with employee support Lessons for People Leaders: Consult legal counsel before making termination decisions based on personal matters. This situation warranted immediate legal review, especially during an acquisition. Consider alternatives to termination. Administrative leave would have given everyone time to assess the situation properly and allowed the employee to handle the criminal matter. Don't negotiate with extortionists. Firing Bart gave the blackmailer exactly what she wanted and set a dangerous precedent. Support employees who are crime victims. Bart was experiencing revenge porn and extortion. The company could have provided EAP resources and temporary leave instead of termination. Question your assumptions about risk. Leadership assumed investors would react negatively, but many business leaders have faced personal scandals. A story of supporting an employee through criminal victimization could have been more compelling than appearing reactionary. Protect work-life boundaries for yourself. Linda's Saturday email check turned into a weekend crisis. Some fires can wait until Monday. Learn more about your ad choices. Visit megaphone.fm/adchoices

When three teenage employees at a pizza restaurant decide to investigate a rumored hole in the ceiling above the women's restroom, what starts as reckless curiosity ends with one of them crashing through the ceiling onto their assistant manager. Hosts Rebecca Taylor and Kim Rohrer are joined by Claire Schmidt, founder of All Voices, to dissect this early 2000s workplace disaster. This episode explores inadequate management training, workplace safety violations, and the complete absence of proper employee relations protocols at small businesses. Learn why documenting incidents matters, how to support employees who experience workplace trauma, and why firing people in the heat of the moment often backfires. Perfect for HR professionals, people leaders, and anyone managing employees in environments where formal HR doesn't exist. The dangers of lax management oversight and blurred boundaries Why workplace safety violations create cascading liability How to properly investigate and document workplace incidents Supporting employees who experience traumatic workplace events Differentiating levels of culpability when multiple employees are involved Small business HR challenges and practical solutions The role of social media in modern workplace accountability Guest: Claire Schmidt, Founder at All Voices Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Rebecca, Kim, and special guest Mita Mallick (author of "The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses") for a wild ride through workplace dysfunction that'll make you question everything you know about good employees and bad managers. When an office manager's dedication to recycling leads to a written warning for "theft of company time," you know you're in for a story that's equal parts infuriating and unbelievable. But wait until you hear the twist that involves missing checks, embezzlement, and the most satisfying ending we've ever shared. Perfect for HR leaders who need real-world examples of how to spot talent hoarding, recognize invisible labor, and turn crushing employee spirits into career growth opportunities. The Setup: Mid-size company with "we're family" culture, dedicated employee sorting trash for $1,500 monthly recycling rebate The Problem: Manager issues final written warning for "theft of company time" without understanding the employee's contribution Key Leadership Lessons: Don't crush employee initiative without investigation Channel above-and-beyond energy into strategic work Invisible labor often affects specific demographics disproportionately Good managers ask questions before making assumptions The Plot Twist: Manager had been pocketing the rebate checks for years, thinking they were personal bonuses The Resolution: Senior leader demonstrates proper recognition, offers promotion and additional compensation Practical Takeaways for HR Leaders: Create systems to recognize unseen contributions Have regular conversations about employee initiatives Channel self-directed energy strategically Distinguish between going above-and-beyond vs. working on the wrong things Build processes to catch financial irregularities Guest Expert: Mita Mallick, author of "The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses" Red Flags Discussed: Talent hoarding by insecure managers Pet-to-threat phenomenon Control issues in leadership Final warnings without progressive discipline Management Archetypes: Janine: The controlling, potentially fraudulent manager Ken: The supportive, investigative leader who rewards results Bottom Line: Be a Ken, not a Janine. Look for your Rileys and channel their energy strategically while ensuring financial oversight prevents embezzlement. More about Mita's book: The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses is a must read guide on how not to become that bad boss for anyone on their journey to be a better leader. Mita reminds us that a good leader can be the difference maker: ensuring we are recognized and valued for our contributions in our organizations. So remember that the devil emails at midnight. Let's make sure that devil doesn't become you. Order your copy here: https://www.amazon.com/dp/1394316488 Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Rebecca Taylor and Kim Rohrer with special guest co-host Hebba Youssef (Chief People Officer at WorkWeek) as they return to Vegas for another wild leadership retreat story. When a charismatic regional director goes missing on day two of a company offsite, his concerned colleagues stage an impromptu search mission that leads to a shocking discovery. What starts as a wellness check quickly becomes a lesson in crisis management, workplace liability, and the cultural gaps that exist when HR isn't in the room. This episode tackles serious questions about employee safety, incident documentation, and how leadership teams handle (or mishandle) unexpected situations. Show Notes  Episode Highlights: The anatomy of a leadership retreat gone wrong Why "adults being adults" isn't a risk management strategy The real cost of not having HR at company offsites How to handle employee incidents during business travel HR Takeaways: Always send an HR representative to leadership retreats Create clear incident response protocols for off-site events Document everything - even embarrassing situations need paper trails Establish boundaries between company liability and personal choices Consider location impact on employee behavior and safety Discussion Points: Would this situation be handled differently if the employee was female? The importance of emotional intelligence in leadership teams When does personal conduct become a company concern? Building psychologically safe reporting cultures Featured Voices: Rebecca Taylor - Host, HR leader and storyteller Kim Rohrer - Co-host, HR expert Hebba Youssef - Guest, Chief People Officer at Workweek & creator of "I Hate It Here" newsletter Submit Your Stories: HRconfessions@skillcycle.com Learn more about your ad choices. Visit megaphone.fm/adchoices

When sales incentives go wrong, they can go REALLY wrong. Join HR veterans Rebecca Taylor and Kim Rower as they share a jaw-dropping confession from an IT manager who stumbled upon a secret sales team ritual that would make any compliance officer's head spin. This episode explores the dark side of SPIFFs, workplace favoritism, and what happens when leadership turns a blind eye to frat-house behavior in the office. Plus, get practical advice on designing fair incentive programs and knowing when to speak up about workplace misconduct. Show Notes: The Setup: IT manager "Owen" discovers sales managers running a secret operation in unused office space SPIFF Basics: Sales Performance Incentive Fund - understanding what they are and how they should work Red Flags in This Story:  Managers playing favorites with direct reports Creating unofficial "bonus" opportunities outside official channels Power dynamics and potential coercion Complete lack of accountability Best Practices for Sales Incentive Design:  Align incentives with company values Ensure equitable opportunity for all participants Focus on behaviors you want to encourage Consider collaborative elements alongside individual goals When to Escalate: Advice for non-HR employees who witness misconduct Culture Check: Signs your workplace culture might be toxic Key Takeaway: If leadership doesn't care about culture, HR can only do so much Learn more about your ad choices. Visit megaphone.fm/adchoices

In another jaw-dropping episode of HR Confessions, Rebecca and Kim tackle a Vegas offsite gone wildly wrong. When a general manager decides to "enhance" a sales training with an unexpected performance artist, HR is left to navigate the fallout. Join us for a masterclass in what NOT to do at company retreats, plus actionable advice on vendor vetting, protecting your team, and standing your ground when leadership crosses the line. Warning: This episode contains discussions of inappropriate workplace conduct. Show Notes The Setup: Mid-size company celebrates crushing their year with a week-long Vegas retreat Day 3 Drama: External "sales training facilitator" arrives with suspicious props The Incident: Professional presentation turns into inappropriate performance art Key Players: Dana (HR hero), Rick (the GM who orchestrated it), and traumatized managers The Fallout:  Multiple managers walk out No apologies or acknowledgment Company culture permanently damaged Lessons Learned:  Always vet external vendors through HR Document everything immediately Create clear event/vendor policies Partner with other executives for support Check in with affected employees (carefully) Never Again Rules:  Don't plan retreats in Vegas Run all content by someone different from you Have vendor vetting policies in place Consider the "Rick Rule" - make first violations count as three strikes Learn more about your ad choices. Visit megaphone.fm/adchoices

When an employee's volunteer presentation takes an unexpected turn, HR must navigate the aftermath of an all-hands meeting no one will forget. Join Rebecca Taylor and Kim Rohrer as they break down a masterclass in empathetic crisis management, discuss the realities of accidental oversharing in the age of Zoom, and explore how to balance "no harm done" with "never again." Plus, learn why controlling your all-hands content becomes crucial as your company grows. Key Takeaways: Empathy First: When employees face mortifying situations, check on their wellbeing before addressing policy Rapid Response: Have someone monitor public channels during all-hands to quickly address inappropriate reactions Clear Boundaries: Separate personal device use from company presentations Growth Indicators: Embarrassing incidents often signal when informal processes need formalization Professional Maturity: Employees need to act like adults about accidental personal revelations Documentation: Write down cultural milestones and inflection points as your company grows Practical Actions: Review your all-hands meeting structure and content control Create templates for volunteer/personal presentations Establish clear autoplay settings guidelines Develop crisis communication protocols for unexpected incidents Consider centralized content management for company meetings Learn more about your ad choices. Visit megaphone.fm/adchoices

In this jaw-dropping episode of HR Confessions, Rebecca and Kim unpack a story that will make every HR professional immediately change their passwords. When a meticulous HR manager discovers someone has been redirecting her paycheck, she uncovers a web of identity theft, pharmaceutical side hustles, and company devices being used for... let's say "extracurricular activities." Join us for a wild ride through one employee's audacious attempt to literally become their HR manager, plus actionable advice on protecting your organization from internal threats. Warning: You'll never look at password resets the same way again. Key Takeaways: Understaffed HR departments create significant security vulnerabilities Password security training and two-factor authentication are essential Background checks only reveal documented incidents Document everything when dealing with employee misconduct Know when to stop trying to convince someone and just take action Company devices are heavily monitored – the opposite of burner phones HR professionals need time for strategic work, not just paperwork Action Items for HR Leaders: Enable two-factor authentication on all HR platforms Implement regular password security training Ensure adequate HR staffing to maintain organizational oversight Create crisis response procedures for security breaches Never let anyone watch you type passwords Consider reference checks beyond background checks Learn more about your ad choices. Visit megaphone.fm/adchoices

Fair warning: This episode contains nsfw content that may be offensive or uncomfortable to some listeners.But here's why it matters: When crisis strikes, you won't have time to build a plan. You need one ready NOW. In this jaw-dropping episode of HR Confessions, hosts Rebecca Taylor and Kim Rohrer welcome special guest Gianna Scorsone to discuss one of the most shocking workplace crises they've ever encountered. When a healthcare employee gets arrested at work for unimaginable charges, HR consultant "Jo" learns firsthand why having a solid crisis communications plan isn't optional—it's essential. This episode delivers practical advice on crisis management, internal/external communications strategies, and what NOT to do when scandal hits your workplace. Warning: This episode contains mature content that may not be suitable for all audiences. Key Takeaways: Always have a crisis communications plan - Hope is not a strategy Control the narrative - If you don't give people information, they'll fill in the gaps themselves Consider multiple audiences - Employees, customers, media, and stakeholders all need different messaging Partner across departments - HR, legal, operations, and PR must work together Act quickly but thoughtfully - Waiting 48 hours turned a manageable situation into a PR nightmare Protect employee privacy while managing transparency - Balance what needs to be shared vs. what should remain confidential Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome back to HR Confessions Season 2! In our premiere episode, Rebecca and Kim dive into a wild story from the world of higher education featuring Chloe, a leadership team member at a closing nursing school. When a farewell party combines an open bar, glass doors, and a lapse in workers' compensation policy, things get complicated quickly. Join us for a cautionary tale about risk management, workplace friendships, and why HR professionals can never truly relax at company events. Plus, the hosts spiral into the fascinating world of workers' comp insurance (because that's what HR people do for fun). Episode Highlights: Season 2 Premiere - Rebecca and Kim return after their hiatus with fresh stories and insights Setting the Scene - A nursing school within a hospital system facing closure due to declining enrollment post-COVID The Farewell Party Setup - Staff gathering for dinner and dancing with an open bar on a weeknight The Incident - Wanda, a 30-year employee, walks directly into a glass door while heading to the restroom The Complication - VP of Finance Jennifer reveals the school's workers' comp insurance has lapsed Ethical Dilemma - Jennifer asks her best friend Wanda to lie about where she got injured Risk Analysis - Deep dive into workers' comp implications, liability waivers, and what could go wrong The Resolution - Nothing happens! Wanda doesn't file a claim, protecting her friend Key Takeaways: Never let insurance policies lapse Company events are still "work" for liability purposes HR must balance protection of employees, company, and themselves The anxiety of "what could happen" vs. what actually happens Memorable Quote: "When one door closes, you can just walk right into it" - Chloe Learn more about your ad choices. Visit megaphone.fm/adchoices

What you'll learn in this episode: Practical strategies for maintaining professional boundaries when employees overshare The importance of establishing clear communication protocols for personal matters How to handle persistent third parties without breaching confidentiality When and how to escalate sensitive situations to leadership Building your external HR support network (because you can't process this stuff alone!) The "Ring Theory" approach to emotional support and why it matters in HR Warning signs that you're being pulled too deeply into employee personal drama Scripts for redirecting conversations when they veer into TMI territory Between laugh-out-loud moments and cringeworthy scenarios, this episode provides actionable takeaways for every HR professional who's ever found themselves knowing WAY more about their employees than they ever wanted to. You'll walk away with both an entertaining story to share AND practical tools to protect your professional boundaries and mental health. Join Rebecca and Kim for this captivating conclusion to Season 1 that's equal parts workplace comedy, cautionary tale, and professional development masterclass! Learn more about your ad choices. Visit megaphone.fm/adchoices

Join hosts Rebecca Taylor and Kim Rohrer as they dive into the complexities of company values, particularly transparency. In this eye-opening episode, they explore a mid-2010s startup where the value of "transparency" led to an unexpected and awkward situation for a cavalier CEO. Through this humorous yet insightful story, Rebecca and Kim discuss the importance of properly defining company values, setting appropriate boundaries, and the fine line between transparency and privacy in the workplace. Whether you're in HR, leadership, or just interested in workplace culture, this episode offers valuable perspectives on implementing values that actually work. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this eye-opening episode of HR Confessions, hosts Rebecca Taylor and Kim Rohrer explore the all-too-familiar tale of an HR professional caught in the challenging position of identifying organizational problems without having the authority to fix them. They explore the story of Megan, a Director of People at a tech startup who finds herself playing the role of Cassandra—the Greek prophet cursed with seeing the future but never being believed. Through Megan's experience with employee disengagement, a resistant CEO, and the struggle to create meaningful change, Rebecca and Kim offer valuable insights on effective change management strategies, communication techniques, and the emotional toll of being the messenger in HR. Whether you're an HR professional navigating similar waters or a leader looking to better understand workplace dynamics, this episode provides both validation and practical wisdom. Show Notes SkillCycle's most recent ebook provides a step-by-step guide to gaining influence and driving real change: https://www.skillcycle.com/strategic-hr-guidebook/ Introduction to the concept of HR professionals as "Cassandra" - the Greek prophet cursed with seeing the future but never being believed  Overview of the ADKAR change management model: Awareness, Desire, Knowledge, Ability, Reinforcement Introduction to Megan's story - a Director of People at a 200-person tech company in the mid-2010s  The company's experiment with removing meetings and implementing siloed work that became permanent  How Megan identified disengagement issues using company data (08:37) The confrontation with the CEO when presenting her findings and solutions  The CEO's rejection of Megan's data and suggestion that disengagement is "an HR problem"  The immediate aftermath: an employee resignation confirming Megan's concerns  The cruel cycle: Megan extending offers to new hires while knowing about the toxic culture Analysis of what Megan could have done differently:  Sending pre-reads before the meeting  Collaborating earlier in the process rather than presenting finished solutions Translating "disengagement" into business outcomes the CEO cares about  How to reframe HR challenges to get leadership buy-in Closing thoughts on collaborative approaches to organizational problems  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this eye-opening episode of HR Confessions, Rebecca and Kim explore a compelling case study that sits at the intersection of performance management, technology misuse, and organizational resilience. When a medical specialist crosses professional boundaries using patient portal technology, HR manager Ellen must navigate a complex crisis that tests the practice's policies, procedures, and culture. This episode offers valuable insights into how clear communication protocols, proper technology usage guidelines, and decisive crisis management contribute to organizational performance.  Show Notes Ellen is an HR manager at a small medical specialty practice with around 30 employees The practice has a hierarchical culture where doctors, nurses, and admin staff typically stay within their groups Ellen notices two doctors (Dr. Green and Dr. Ross) whispering and acting suspiciously Front desk staff return from lunch discussing an angry man who wants Dr. Ross fired Dr. Ross appears nervous and tries to leave the office when Ellen confronts him A furious man (Blake Hutchinson) arrives demanding to see Dr. Ross This episode highlights the importance of maintaining professional boundaries, especially in healthcare settings, and the serious consequences when those boundaries are violated. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of HR Confessions, hosts Rebecca Taylor and Kim Rohrer dig into the concept of "HR debt" - those redundant tools, unnecessary platforms, and excess perks that don't actually improve employee experience. They share the story of Daniela, an HR VP who inherited a toxic sales culture with 6-month average tenures and transformed it by eliminating flashy perks to fund meaningful growth opportunities. Discover how she tripled retention rates by implementing career pathing, learning programs, and rotational shadowing while saving money in the process. This episode reveals that true employee engagement often requires fewer sophisticated perks and more foundational support. Show Notes HR debt defined: redundant tools, unnecessary platforms, and excessive perks that don't improve employee experience Kim compares HR debt to tech debt - either too much disorganized structure or not enough structure Why reducing HR debt requires making things worse before they get better Daniela's scenario: VP of HR managing 300 employees in a sales-focused division with high turnover  Company hired 120 salespeople yearly with most leaving within 6 months Work hard/play hard culture with abundant perks and minimal support Employees fired immediately for missing monthly quotas Daniela's approach to reducing HR debt:  Conducted listening tour and employee engagement survey Eliminated unnecessary perks (personality assessments, excessive snacks, unused LMS) Created retention-based bonus structure for leaders Implemented structured onboarding program with clear career paths Developed rotational shadowing program for high performers Results:  Average tenure increased from 6 to 18 months Reduced recruiting costs Savings redirected to meaningful benefits (learning stipends, team activities) Created sustainable culture with focus on development Key takeaway: Strategic HR leadership requires both people focus and business focus Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of HR Confessions, Rebecca and Kim explore an unforgettable story about what happens when a routine review of customer feedback spirals into a viral sensation that tests HR policies, management skills, and career futures. The episode features a candid discussion about middle management challenges and navigating workplace incidents in the age of social media. Lessons Learned: Importance of clear policies for unusual situations Value of strong middle management Need for quick crisis response Balance between policy enforcement and understanding Impact of social media on workplace incidents Discussion of middle management challenges Insights on workplace incidents in the social media age Notable Quotes: "Management is not a personality trait, it is a skill." "Act at work as if everything you say and do could get leaked publicly." Learn more about your ad choices. Visit megaphone.fm/adchoices

Join HR veterans Rebecca Taylor and Kim Rohrer as they dive into a wild tale from the golden age of Silicon Valley startups. When a company attempts to rein in their party culture by transitioning from weekly happy hours to quarterly celebrations, what could go wrong? Follow along as they unpack a story of privilege, power dynamics, and why sometimes bringing order to chaos is harder than it seems. This episode highlights the challenges HR professionals face when caught between corporate oversight and startup culture.Show Notes: Episode Topic: Startup party culture and corporate oversight collide Setting: Pre-COVID Silicon Valley startup (Figley) owned by public company (Jigsaw) Key Players:  Sandra: HR professional caught between two worlds Brent: General Manager of Figley Figley: 250-300 person "startup" known for party culture Jigsaw: Corporate parent company Key Points:  Company transitions from weekly happy hours to quarterly events First major event: A boat cruise with 250+ employees Highlights issues of accountability in tech culture Demonstrates challenges of implementing corporate oversight Takeaways:  The "no authority gauntlet" in HR and middle management Impact of org structure on HR effectiveness Challenges of culture change  The role of privilege in workplace accountability Resource Links:  Submit your story:  Connect with hosts on LinkedIn Email: HRConfessions@SkillCycle.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Join HR professionals Rebecca Taylor and Kim Rohrer for a cringe-worthy tale of when professional and personal lives collide in the most unexpected way. In this episode, they share the story of Grace, an HR executive whose perfect Friday evening turns into an awkward nightmare when work follows her to a friend's birthday party. Through this entertaining story, they explore the unique challenges HR professionals face when navigating social situations and maintaining professional boundaries, while offering insights into the delicate balance between personal relationships and workplace responsibilities.Show Notes: Introduction: Rebecca and Kim discuss running into coworkers outside of work The Setup: Meet Grace, an HR executive in a happy relationship with Mason At Work: Grace has to do some dirty work After Party: A friend's birthday party is the perfect antidote for a bummer of a day... or is it? The Aftermath: Navigating social dynamics when professional and personal lives collide Key Discussion: How HR professionals maintain boundaries in social settings Professional Insights: The challenges of being in HR and maintaining work-life separation Reflection: The importance of professional boundaries while remaining authentic Happy Ending: How an awkward situation turned into a friendship Key Takeaway: Discussion about bringing your "whole self" to work vs maintaining professional boundaries Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of HR Confessions, hosts Rebecca and Kim dive into a holiday party nightmare that puts a whole new spin on "bringing a plus one." When a VP of HR gets caught between a crying employee and a vendor with an unexpected connection, what starts as a typical corporate celebration spirals into a web of workplace drama, secret relationships, and uncomfortable revelations. Plus, hear incredible "honorable mention" holiday party horror stories and get practical advice on managing workplace celebrations without losing your sanity.📌 Main Story Highlights: A consulting company's notorious holiday party goes awry when a hired DJ turns out to have an unexpected connection to an employee VP of HR "Jamie" finds herself mediating between a crying employee and a vendor Twist reveals complexities of managing workplace relationships and personal boundaries Story culminates in a lesson about when HR should (and shouldn't) get involved 🎭 Holiday Party Horror Stories - Honorable Mentions: Cofounder's friend offering "coke" to HR Employee's wife making others uncomfortable on the dance floor Senior executive taking junior employees to a strip club after-party Executive cherry-picking employees for post-party activities 💡 Key Discussion Points: Different types of holiday parties: formal dinners, activity-based events, and "ragers" Why HR professionals dread company holiday parties Challenges of maintaining professional boundaries during social events Balance between fun and workplace safety ✨ Professional Insights: Importance of clear boundaries between personal and professional matters When to step back from employee personal drama Tips for managing workplace celebrations effectively Value of activity-based events over purely social gatherings 🗣️ Expert Advice for HR Professionals: Adopt a "not my circus, not my monkeys" mindset for personal drama Create scripts for addressing non-workplace issues Build a network of HR peers for support Treat work parties as work events, find celebration elsewhere 🎓 Lessons Learned: Importance of maintaining professional distance When to investigate vs. when to step back How to handle sensitive information appropriately Value of focusing on workplace impact vs. personal drama 👥 Featured Hosts: Rebecca Taylor Kim Rohrer 📧 Contact Information: Email: HRConfessions@skillcycle.com Learn more about your ad choices. Visit megaphone.fm/adchoices