Who Has the Power, HR Is Not Your Friend

''I filed an HR report for a Counsel at my first firm after confiding in the managing partner how abusive they were. My work dried up after they took me off all matters with the Counsel and I ended up lateraling at the end of the year." - Fishbowl Big Law, March 26, 2024

Maybe it's Sunday School with parables about divine justice and that the righteous will prevail. Maybe it's being convinced they are special, especially because of being so smart. Maybe they actually want to commit career suicide and be forced out of what to them is an unbearable work situation.

So, they directly address what they experience as a higher-up in a law firm who treats them badly. Except in unusual situations (as in a lawsuit or when criminal activity is involved) the person with the power prevails. After all associated with that power is the ability to bring in lots of revenue to the firm, positive media headlines and intel from important people on their networks.

In contrast, those who approach the problem strategically could get relief. For example, they buddy with a partner who assigns them enough work that they can professionally tell the abusive partner they can't accept assignments. They build their own book of business. They figure out how to change groups within the firm. Another way, of course, is to begin searching for a job at another firm.

Business operates in an indirect manner. That's exactly why the language of business is coded. Decisions are made based on power, that is who creates the most value for the organization. Complaints from those who are simply commodities backfire on them. There is the old adage: Don't be a crybaby. No, HR is not their friend. 

In coaching, I advise clients who perceive themselves as oppressed on strategic moves within the organization or when to think outside that box.

Limiting beliefs? Self-defeating? Stuck? Complimentary consultation with Coach Jane Genova (text/phone 203-468-8579, janegenova374@gmail.com)