Feelings vs. Facts

Feelings can be a challenge to prove in the workplace. They’re challenging because some feelings aren’t based on current realities, but on experiences that can cloud the truth.

If you’ve experienced an offence at work, think before you respond or react. And if you want an apology or resolve from the offender, here are a few things to consider:

• Was the offence intentional? If so, can you prove it?
• What was your emotional state when the offence occurred?
• Are you viewing the current offence through the lens of your past?
• What impact does the offence have on you and the company as a whole if it’s not addressed and resolved?

Telling someone how we feel in the workplace may be impossible to validate without tangible proof. One sure way to get heard is to measure offensive behaviors against the company’s mission and core values which should be outlined in the company’s employee handbook. Also, make sure you have the ability to show your value to the company as a problem-solver, not a complainer or whiner. You can do so when you speak more about what your company does and less about how you feel.