Let me tell you about a recent convo I had with a client...

It started off as a simple HR question—you know, one of those “Hey, April, is this employee even eligible for FMLA if they’ve been late and absent more times than I can count?” kind of questions.

Totally fair.

But as I started asking a few questions (you know how I do), that one HR issue unraveled like a cheap sweater. We went from FMLA to:

No progressive discipline documentation

Zero leadership training

And a whole bunch of well-meaning excuses that won’t hold up in court—or in front of your employees for that matter

At some point, I had to ask: Do you remember your vision?

Because when most of my clients started their businesses (or HR teams), the vision wasn’t confusion, chaos, and crossed fingers. 

It was growth. 

It was wealth.

It was impact.

It was “everything will run like a well-oiled machine.”

But somewhere between payroll runs, performance issues, and just trying to stay afloat... that vision starts to fade. And the HR foundation needed to protect that vision? It gets left behind.

I asked the client, “Are your managers at least documenting performance issues?” His response: “You know how 18- and 19-year-olds are. They're not gonna document.” 💀

Look—I get it. But if the people supervising your team aren't trained, don’t document, and aren't supported... your HR isn’t helping your business grow. It’s just keeping it from falling apart (barely).

So, here’s the question: When the hard stuff shows up—do you remember your vision? Or does it all get swept under the rug in the name of “not rocking the boat”?

If you’re leading a small or midsize business, these four critical areas will either protect your vision—or slowly erode it. Let’s talk about them:

1. Conflict Resolution: Don't Let Silence Replace Leadership

Unaddressed tension doesn’t go away—it festers. Strong leaders don't avoid conflict. They resolve it with clarity, fairness, and confidence.

Ways to stay aligned with your leadership vision:

• Create a conflict resolution policy that outlines steps and expectations.
• Train managers to identify and address workplace tension early.
• Focus on collaboration, not blame—especially during team disputes.

2. Harassment Prevention Training: Culture Is a Leadership Responsibility

Harassment is more than a compliance issue—it’s a direct threat to your company culture and reputation.

Ways to prevent harassment while preserving your company’s integrity:

• Implement mandatory, interactive harassment prevention training—not once, but regularly.
• Address inappropriate behavior swiftly and consistently, regardless of position.
• Reinforce that everyone has a role in maintaining a safe workplace.

3. Supervising with Vision: Don’t Let Power Replace Purpose

Supervisors are often promoted for skill, but leadership requires emotional intelligence and consistency. Supervisors are your culture—make sure they’re leading with the right tools.

Ways to strengthen your supervisors and uphold your leadership values:

• Provide training on fair supervision, coaching conversations, and employee relations.
• Require regular feedback check-ins—not just top-down, but bottom-up.
• Hold supervisors accountable for how they lead, not just what gets done.

4. Bullying & Toxic Behavior: It's Not Tough Leadership—It’s a Liability

There’s a fine line between a demanding leader and a toxic one. Workplace bullying doesn't just kill morale—it opens the door to retention issues, legal risk, and public reputation loss.

How to lead with values when bullying shows up:

• Define bullying behaviors clearly in your handbook and policies.
• Encourage employees to speak up—and protect them when they do.
• Investigate all reports, no matter how “minor” they may seem.

Final Thought:

As a leader, you don’t just get to shape the vision—you’re responsible for defending it.

So, the next time an HR issue feels uncomfortable or complicated, ask yourself: “Does how I handle this align with the kind of workplace I said I wanted to build?”

Because how you lead during the tough stuff? That’s what your team will remember.

So I’ll ask again: Do you remember your vision? And better yet—does your HR reflect it?

Looking forward to hearing your comments about your vision.

📩 If your answer is anything but a confident “yes,” DM me today to book a free 30-minute strategy call about your employee relations challenges.

And if you’re ready to level-up your leadership team’s skills, join my 5-Day Employee Relations Boot Camp starting September 8th—where we tackle progressive discipline, supervising with confidence, and handling tough conversations like a pro.

~ April ~

Helping Small Businesses Build Legally Sound, People-Centered Workplaces | HR Consultant | HR Compliance & Employee Relations |