Page 36 - An Indispensible Resource for Being a Credible Activist

HR TOOLS

SAMPLE MEMO ON ADDRESSING EMOTIONS
IN THE WORKPLACE

On letterhead, in interoffice memo format, or via e-mail
To: Your Supervisor (Include any others on this list to whom this memo should be
addressed.)

From: Your Name
Date:

Re.: Addressing Emotions in the Workplace Culture at (Company)
I want to make several suggestions regarding addressing emotions in the workplace that
I believe we should remain aware of.
I am concerned about how the recent situation with (employee’s name) is being handled.
Unless I am unaware of additional information or documentation related to this matter,
my concern is that by (employee)’s supervisor telling her/him that she/he may not
express any negative emotion in any way either verbally or nonverbally, that a grave mis-
take is being made. I do believe this requires immediate remediation.

Moving forward, I recommend that the/an HR Director must review all written directives
to employees before they are given to employees to avoid the communication of inap-
propriate directives such as in this example. Additionally, I recommend that all
(Company) management employees who supervise employees attend formal trainings on
discipline, communication, emotional intelligence, and sound management skills for han-
dling challenging situations.

I will follow this memo up with a list of quality upcoming available trainings in our area or
via webinar, and/or I can create a training on my own that will cover the necessary topics.

We share a collective responsibility to ensure (Company)’s compliance with EEO laws. I
know we share a commitment to prevent liability exposure for (Company) as well as per-
sonal liability exposure.

Specifically my concerns about this directive to this employee are:
Emotions are part of being human; therefore, this request is unrealistic and unreasonable.

This directive is not being given to other employees that I am aware of, and could be an
example of disparate and inconsistent treatment.

The directive may appear to be gender discrimination and/or harassment since it has not
been given to members of the opposite gender. Many other employees have cursed,

CHAPTER 2 • The Impor tance of Emotional Intelligence for the Credible Activist 19