Day: March 31, 2025

For many, the idea of bringing your human to work was once unfamiliar, even radical. Years ago, the notion of creating a more human-centered workplace was considered experimental—something nice to have, but not necessary for business success. Today, we know better. A workplace that prioritizes humanity isn’t just good for people—it’s good for business.

However, as the workplace evolves, some question whether we’ve gone too far. Conversations about vulnerability, psychological safety, and life balance have reshaped how we interact, but they’ve also introduced new concerns for HR professionals and leaders. Some feel overwhelmed by oversharing and blurred professional boundaries, while others perceive a growing sense of entitlement or shifting work ethics across generations.

This has left many HR professionals wondering: Are we experiencing compassion and vulnerability fatigue? Have we lost the balance between being human and driving performance?

Human Workplaces Still Need High Performance. A people-first workplace can result in higher retention, engagement, and job satisfaction. However, retention without accountability can lead to a lack of differentiated effort—meaning people stay but may not perform at their best. Employees need an environment where they feel valued, and they also need clear expectations and timely feedback to grow and contribute effectively.
So, how do you strike the right balance? How do you bring the “right amount” of human to work?

Three Ways to Lead With Humanity & Accountability
1. Don’t Over-Fixate on Vulnerability
Being human at work does not mean making vulnerability the cornerstone of leadership. Instead, think of human leadership as a recipe:
• 1 part vulnerability (authenticity)
• 1 part empathy (understanding)
• 1 part effort (accountability & action)
• On-going communication (whisked together)
You need all four to lead effectively in today’s workplace.

2. Define Outcomes Clearly
• What does high performance look like in your workplace?
• What key metrics drive success?
• How do you ensure fair performance evaluations, regardless of remote or in-person work?
Remember: Being physically present in the office doesn’t mean someone is productive. Likewise, working from home doesn’t mean they’re binge-watching TV or working out at the gym. Leaders must set clear expectations, track progress, and recognize contributions fairly.

3. Measure What Matters & Provide Timely Feedback
• Be intentional with performance metrics that align with business goals.
• Give real-time feedback to reinforce positive behaviors and address gaps.
• Remember: Everyone contributes to business success. Make sure they understand how.

But what happens when an organization must make difficult decisions that disrupt the workforce? How do we apply the same principles of leadership, communication, and fairness in times of uncertainty—like layoffs?

Leading With Humanity, Even in Difficult Moments
At HR Answers, we help organizations bring out the human where and when it’s needed most. Unfortunately, one of the most difficult moments for any business is making layoff decisions—a reality many organizations are facing or anticipating due to the economic shifts.

Layoffs are never easy, and how they are handled matters. Employees will remember not just that it happened—but how they were treated in the process. Leaders who bring clarity, compassion, and accountability to these conversations will help preserve trust, morale, and the organization’s reputation.

Before making this critical decision, organizations should:
✅ Explore all possible alternatives before deciding on workforce reductions.
✅ Plan for the full layoff process, ensuring fairness and transparency before, during, and after the announcement.
✅ Ensure legal compliance—including WARN Act requirements, severance considerations, and risk mitigation.
✅ Communicate layoffs with clarity and empathy—equipping managers with the skills to deliver difficult messages.
✅ Support both departing and remaining employees—providing career transition resources, outplacement services, and ongoing workforce engagement strategies.

When layoffs are necessary, separating employees respectfully is essential. HR Answers can guide you in making compliance-driven decisions while maintaining the right balance of humanity in the process.

If your organization is navigating layoffs, we’re here to help. We have two upcoming programs designed to support you through this process:
📅 April 2nd: HR Lunch Bunch – Navigating Layoffs
👉 Register here

📅 May 1st: Separation with Respect Webinar
👉 Register here

No matter the circumstance, let’s ensure we bring our human to work in a way that fosters trust, fairness, and respect.