The Power of Words
As a word enthusiast and serious Scrabble player, I know the power of words. They can uplift and encourage, or they can haunt and criticize. Over the years, I’ve heard countless stories about how feedback given during appraisals has stuck with people, often dissected and analyzed repeatedly. This highlights the importance of choosing words carefully.
When it comes to HR and employment law, however, your choice of words is paramount. Watering down policies because the CEO dislikes terms like “grievance,” “consultation,” or “disciplinary” is a definite no-no. Why? Because precise language crafted by a skilled HR professional ensures clarity and reduces ambiguity, a necessity in legal contexts where solicitors and tribunal judges require specific terminology.
The Importance of Precise Language in HR
Plain English is crucial, but using a common language when dealing with sensitive issues ensures that the correct processes are followed. A Disciplinary Procedure should be called exactly that, not a ‘When Things Go Wrong’ Procedure.
For example, during a period of staff changes at a charity, the CEO objected to the word “consultation.” After a firm discussion, we clarified that what we were conducting was indeed a formal consultation, not just an informal chat about changing terms and conditions. This precision was essential to protect the organization legally.
Handling Staff Grievances Effectively
I understand that HR language can sometimes seem stuffy and detached. However, this formality is necessary to ensure legal clarity and protect both the organization and its employees. That said, policies and procedures should be kept simple and streamlined wherever possible, treating employees like adults, not children. For instance, I once worked at a small charity with 96 policies, which I reduced to 32, reflecting a more mature and efficient workplace culture.
Implementing Policies with Empathy
Despite the legalistic nature of some HR work, it is possible to implement policies fairly and compassionately. I once had to dismiss a woman under the Capability Procedure, and she thanked me for my kindness on her way out. Similarly, I had to dismiss a man for theft and misconduct at a pub I managed. Weeks later, he thanked me, saying his dismissal was the wake-up call he needed.
Protecting Your Charity from Legal Challenges
HR professionals often face difficult tasks, which can be emotionally taxing. For example, informing a group of minimum-wage employees that their contracts were ending right before Christmas was challenging. However, legal clarity and precision in these situations are non-negotiable.
Conclusion – The Power of Words
At Catalyst Coaches, we understand the delicate balance between maintaining formal, legally sound language and fostering a supportive, inclusive workplace culture. Our experience in handling these sensitive issues ensures that your organization is protected while navigating the complexities of employment law. Don’t let the power of words be your undoing!
Remember, the right words can save you time, money, and stress. Let us help you choose them wisely.
