It depends on what they’re venting about. If they’re complaining about conduct that might be illegal, such as harassment or threats of violence, you’ll need to investigate. This is true even if the employee asks you not to take action.

If the situation doesn’t pertain to potentially unlawful conduct, it can be helpful to ask the employee what they’re looking for. For example, ask, “Do you just need me to listen, or do you want me to do something?”.

Let the employee share their complaints and offer suggestions as to how they might be able to work it out themselves or with the assistance of their manager. If their concerns involve their manager, you may need to act as a mediator to help facilitate a conversation.

Remember, you aren’t there to solve all the employee’s problems. But by lending an empathetic ear, you can help them learn to solve issues on their own as well as build trust, so they know they can safely bring up matters that do require your direct involvement.

This content is provided by the HR Pros with Mineral HR.

Nicholle Peterson, Benefit Plan Manager comments,

“When employees come to vent, it’s important to be prepared to handle the situation appropriately. 1) Access the nature of the complaint. 2) Clarify the employee’s expectations. 3) Provide support and guidance without overstepping 4) Mediate when necessary 5) Maintain professional boundaries 6) Build trust through empathy. 7) Document and follow up.

By following these steps, leaders and HR professionals can create a workplace culture where employees feel heard and supported while also adhering to legal and organizational responsibilities.”

To learn more about our online tool, Mineral HR, contact Nicholle at (320) 214-2921.