Dear Bob ... In your response to Kurt Levitan, you forget that HR Directors are evil. They don't start that way, or intend to become evil, but the job seems to turn them to the dark side. HR is a last resort, when you're convinced someone is beyond salvage, and is absolutely unqualified to assist with a subordinate that is emotionally interesting unless there's a policy question. This is based on experience, ob Dear Bob …In your response to Kurt Levitan, you forget that HR Directors are evil. They don’t start that way, or intend to become evil, but the job seems to turn them to the dark side. HR is a last resort, when you’re convinced someone is beyond salvage, and is absolutely unqualified to assist with a subordinate that is emotionally interesting unless there’s a policy question. This is based on experience, observation, and graduate studies in HR and counseling.As Kurt alluded, not all emotional problems have names, let alone treatments. Even then, accurate diagnosis, medication and therapy combinations are an art form that can drag on for years, and may never yield really good results. It’s rewarding to coach someone through the process, as a friend or supervisor, but it is demanding and there’s no guarantee of success. – HR AvoiderDear Avoider …That hasn’t been my experience. Certainly, most HR departments have compliance as their primary mission – to keep the company out of court. But evil? Dilbert is funny, but through hyperbole, not straight reporting. Most HR departments have established employee assistance programs to help employees who are going through difficult situations, whether because of grief, mental illness, stress at home or on the job, or other personal difficulties. They’re there for a reason: These can have an impact on job performance.Most HR departments have also established guidelines for dealing with difficult employees. By following these guidelines, managers:* Help keep the company out of court. This is a good thing. * Avoid common pitfalls that have already been discovered and figured out. Learning from the mistakes others have made is far better than making them yourself.* Become aware of possible root causes and useful techniques for dealing with specific situations.And even if it turns out HR has no help to offer, making the attempt will help keep the manager out of trouble if things get ugly later on. “I asked HR and they told me to use my best judgment,” is a better answer to the question, “Did you involve HR in this?” than, “No, of course not. HR is evil.” – Bob ——– Technology Industry