At Bhayani HR & Employment Law, we know that one of the toughest parts of managing people is tackling those emotionally charged conversations many would rather avoid. From performance concerns and interpersonal issues to policy breaches and team tensions, these conversations, if handled poorly or not at all, can have real legal, cultural, and commercial consequences.
That’s why our recent HR Exchange Meet-up focused on making emotional conversations easier in the workplace. We were joined by the brilliant Amanda Cookson of Northern Value Creators, who shared tools, perspectives and practical tips for HR professionals and people managers looking to have better conversations at work.
Why Emotional Conversations Matter
The workplace isn’t an emotion-free zone and nor should it be. But many people avoid addressing emotional topics because they fear saying the wrong thing, making things worse, or facing difficult reactions. As Amanda reminded us, emotions don’t disappear when ignored. They leak out in a thousand small ways or explode in unproductive ones.
As HR professionals and leaders, we have a responsibility not to avoid emotions, but to allow space for their healthy expression. Why? Because emotion is data, it tells us what matters to our people and can help us drive performance, trust, and psychological safety across teams.
What We Covered
Some of the key themes we explored during the session included:
- The common fears that hold us back from difficult conversations fear of emotional reactions, fear of confrontation, and fear of making things worse.
- Everyday examples of conversations that people often avoid: from turning down promotion requests, to dealing with body odour, to confronting bullying or breaches of policy.
- The hidden costs of silence from miscommunication and team breakdowns, to legal risks, reputational damage, and increased stress and sickness absence.
- Practical ways to start these conversations, including Amanda’s conversation openers that attendees could take away and use immediately.
Building Confidence and Capability
The session highlighted the need for workplaces to foster cultures where emotional honesty is not only accepted but valued. Leaders and HR teams should regularly reflect on:
- How we structure one-to-one check-ins: Are we creating space for more than just performance updates?
- Our own comfort zones: Are we avoiding tough conversations for our own ease?
- Our team’s toolkit: Are we giving managers the resources and confidence they need to handle sensitive issues?
How Bhayani HR & Employment Law Can Help
At Bhayani Law, we understand that emotional conversations don’t just impact workplace wellbeing; they’re often where HR, performance, and employment law collide.
Whether it’s coaching your managers on how to deliver difficult messages, conducting independent investigations into workplace conflict, or helping you manage the legal risks associated with disciplinary or grievance issues, our team is here to help.
We regularly support clients across all sectors with:
- Bespoke HR training for line managers and HR teams
- Mediation and conflict resolution services
- Legal advice on grievances, disciplinaries and mental health at work
- Drafting policies that support a culture of openness and respect
If you’re interested in further developing your team’s confidence in this area, or if you’d like help managing a specific issue, don’t hesitate to get in touch.
Contact us on 0333 888 1360 or email [email protected]
