Is HR Really On Your Side? What You Can, Can’t And Maybe Shouldn’t Discuss

When you start a new job, Human Resources (HR) explains pay, benefits and assists with orientation. HR also helps navigate complications regarding a coworker’s behavior or certain elements of work benefits. However, the list of what you can’t and maybe shouldn’t discuss is much longer than what you can. While some HR reps may be friendly, confiding in HR or expecting them to take your side will lead you down a road of disappointment. It can still be tricky to figure out what’s safe to share and how to protect yourself. Is HR really on your side? Here’s what you can, can’t and maybe shouldn’t discuss. 

What You Can Discuss

Outside of serving and preserving the company, HR is responsible for educating employees on company policies and procedures. It’s how they ensure that everyone contributes to a safe environment where the best work can be done. Along the lines of work, there’s also job performance, which HR tracks for business and development purposes. Any concerns raised during this company climb, or any other scenario, are also recorded. Once they endanger another employee’s working capacity, that’s when HR steps in. They also step in on what will enhance an employee’s experience related to compensation and benefits. Any conflict there, or between members of teams, are also handled by HR to eliminate any room for misunderstanding. 

What You Can’t Discuss

It isn’t customary for employees to know each other’s salaries. It’s frowned upon by management for employees to share this information as are inquiries about company secrets or strategies that aren’t shared by management. These stats are considered private company information. Along the same lines, sharing any information about the medical diagnoses of employees is considered a major violation that could potentially threaten the safety of both the company and the employees. 

What You Maybe Shouldn’t Discuss

First on the list are issues unrelated to your job requirements or work environment. Similarly, gossip is also frowned upon. In both cases, this takes attention away from job requirements and can have a negative impact on the work environment. These rumors can range from subject matter about coworkers to leadership. In all instances, it would be flagged by HR.

HR would, however, encourage you to resolve personal conflicts professionally. Requesting their help, in this case, would be a help and not a hindrance. In these cases, offering up solutions during the resolution phase would work in your favor as well. A rule of thumb when navigating HR-related situations is to view the relationship as an employee-resource relationship.

While interacting with HR, consider your professional goals for guidance to help you grow and steer clear of any conflict.