Employee Relations, HR Management, HR Strategy

Employee Relations Taking the Stage: Directing a Great Workplace

Much like leadership in an organization, the director of a movie is the creative visionary responsible for oversight of the film: interpreting the script, directing the cast and crew, setting the vision, problem solving, and project oversight. I think we can all recognize the work of amazing directors, and we have all seen work by incredible actors who are under the management of not-so-great directors.

Even in the best of organizations, the workplace day to day isn’t always an amicable sit-com with a cast of characters doing their best to a laugh track where everything always comes together in the end. Sometimes we get friction instead of traction, and the sparks that fly aren’t the ones that lead to fireworks of great ideas. Individuals can disagree, communication can die on the vine, roles get blurred, and ineffective or confused managers can hurt more than help. Don’t despair! The work environment doesn’t have to feel like a 90’s teen drama – with effective people operations in place, your HR and leadership team can turn these issues around as quickly as a medical drama saves a life in sixty minutes or less.

Scene One: Interpersonal Disagreements, From Clash to Collaboration

Picture it: During a team meeting, Sarah insists that the upcoming client presentation should focus on detailed analytics, while Tom argues that the visuals and creative storytelling should take priority. Their differing perspectives lead to tension with both interrupting each other loudly to defend their approach. A leader can re-direct this scene by:

• Encouraging empathy: Coach team members to view disagreements as opportunities to understand different perspectives.
• Facilitating healthy discussions: Set ground rules for respectful communication. No shouting matches in the conference room, please.

Pro Director Tip: Leaders who model calm and fair conflict resolution create a culture where “agree to disagree” becomes the norm, not the exception.

Scene Two: Poor Communication, Bridging the “Wait, What?” Gap

Picture it: During a project handoff, Mia provides vague instructions to her colleague, stating only, “Just check the document for what needs to be done,” without clarifying priorities or deadlines. As a result, the colleague misunderstands the task requirements, leading to delays and errors in the deliverable. A leader can change the focus on this scene by encouraging:

• Over Communicating (the good kind): Ensure everyone is on the same page with transparent updates. Remember, clear is kind.
• Listening actively: Leadership isn’t just about talking — it’s about truly hearing what your team has to say.
• Using technology wisely: Use tools that streamline communication, like chat platforms or project management software. But don’t overdo it, nobody needs 17 notifications about one lunch order.

Pro-Director Tip: Leaders who embrace open communication inspire teams that trust each other — and trust reduces drama.

Scene Three: Unclear Expectations and Roles, Casting a Script for Success

Picture it: When tasked with completing a client report, Alex assumes they’re responsible for compiling data, while Jordan believes they’re in charge of the entire presentation. Without clear guidance from their manager, both employees work on conflicting tasks, causing confusion and duplicating efforts. Leaders can direct clarity and confidence by:

• Defining roles clearly: Avoid the dreaded “whose job is this?” confusion by documenting responsibilities.
• Setting SMART goals: Goals that are Specific, Measurable, Achievable, Relevant, and Time-bound keep everyone aligned.
• Sharing the big picture: Help employees understand how their work contributes to the larger mission—it’s much more inspiring than “just because.”

 Pro-Director Tip: A little clarity goes a long way. Leaders who break tasks down and explain them well earn employee loyalty and fewer “what am I supposed to be doing?” emails.

Scene Four: Poor Leadership, The Super Villain of Employee Relations

Picture it: During a team meeting, the manager dismisses employees’ concerns about tight deadlines, stating, “Just figure it out. We all have a lot of work.” This lack of accountability leaves the team feeling unsupported and demoralized. A leader recognizes that there’s no quicker way to create conflict than with uninspiring or absent leadership. Luckily, redirecting this scene to an epic rescue isn’t difficult:

• Lead by example: Your team mirrors your behavior. Stay calm, professional, and human.
• Invest in professional development: Leadership isn’t a “one and done” skill. You must keep learning and growing.
• Empower, don’t micromanage: Give your team the freedom to make decisions, innovate, and feel ownership over their work. Just keep your megaphone handy for guidance when needed.

Pro-Director Tip: Remember, great leadership is less about power and more about empowerment. Inspire others, and your organization will thrive.

While running a successful organization isn’t exactly like directing a scripted movie in which you can control the ending, strong leaders, managers, and people operations can ensure that your organization lends more toward a peaceful Hallmark film than something you would find on a horror channel. Strong employee relations redirect interpersonal disagreements, bridges communication gaps, cleans up the stage fog around roles, and turns poor management into star studded leadership.

Need some help? The HR Affiliates team is full of leadership stars who are more than happy to help you direct your team to success.

March 20, 2025

Paula Agee, SPHR, SHRM-CP, VP of Human Resources and Chief  People Officer