As Human Resources professionals, we signed up for some heavyweight tasks. We seek out fresh talent and develop a benefits package that encourages loyalty. We organize company picnics and book clubs. But it’s not always as glamorous as Zoom happy hours and new-employee meet-and-greets—we also handle grievances and performance issues, and we deliver unsavory news to employees. While we don’t have a script for these tough conversations, we do have some hints for tackling the four most difficult types of HR conversations.

Terminations

If your company has done its due diligence communicating performance feedback and potential consequences, then the termination should not surprise the employee. Still, it’s not easy to look someone in the eye and tell them they’re out of a job. Humanize the conversation by acknowledging up front that this will be a difficult conversation. As you break the news, try to empathize as much as possible but remain professional. Prepare thoroughly for the termination meeting and ensure proper procedures are followed.

Layoffs

Layoffs can be more difficult than terminations because they may come as a surprise and because the employees aren’t responsible for their sudden unemployment. When it comes to layoffs, be timely, honest, and direct, and tell all affected employees in person. Follow up with formal written correspondence to ensure clear communication. If layoffs are the result of a pending reorganization, open a clear line of communication with employees at every step. People like to know what’s coming, especially when jobs are in jeopardy, and you want to get ahead of the rumor mill.

Investigations

No HR professional likes investigating an employee’s alleged behavior, whether it’s fraud, harassment, embezzlement, or something else. It’s all unpleasant. But before you sit down to have this difficult conversation, make sure you’re prepared. Have your legal team present for the company’s protection and for yours. Also be sure to document each and every conversation and correspondence that takes place.

Personal habits

The standard for personal habits may have relaxed during WFM. After all, who’s to know if an employee has body odor or bad breath, or if they routinely microwave fish in the kitchen? Appropriate work attire took on an entirely new definition, from T-shirts to athleisure to whatever someone wears when the camera is off. So we got a bit of a reprieve, here. Good thing, because not only are these topics embarrassing for everyone, but they come with potential legal considerations, say, if a hygiene issue is caused by an underlying medical condition. But many of us will return to the office someday if we haven’t already. So when personal habits need addressing, always be sincere, sensitive, and supportive, knowing the employee might be unaware of the problem or might be aware and unable to change it.

We in HR tackle the tough issues. With these tips, we hope you’ll approach the four hardest HR conversations with grace and confidence!