The HR Whisperer: Sarcasm Edition

So, I’m in this leadership role where I hire people who need enough training to qualify for a PhD. I dive headfirst into their development, pouring hours into their growth. Meanwhile, they remain blissfully unaware of the extra hours I’m logging—thanks to my exempt status.

But here’s the kicker: after all that effort, I get branded a micromanager! Apparently, when you try to guide someone learning new skills, it’s seen as a full-on invasion of their personal space. I mean, I thought I was being helpful, but maybe I should just send them a “Good Luck!” card and hope for the best?

Lately, I’ve noticed some employees have such thin skin that they react to constructive feedback like I just suggested they swim with sharks. When I ask them to fix an error, you’d think I asked them to solve a Rubik’s Cube blindfolded! So now I’m stuck in this dilemma: should I keep quiet and let them scroll through Instagram while they search for their next job (which, thanks to my training, they might actually qualify for), or do I step in and play the role of the overzealous life coach?

And now for the cherry on top: my boss casually mentions that former employees found me a bit “challenging to work with.” Challenging? Really? I guess they’ve never met a manager who believes in actual feedback! So, here I am, pouring my heart into training while trying not to become the poster child for “bad manager.”

And the stakes? Oh, just the small matter of potentially losing my job over a misunderstanding. So, if anyone needs a lifeguard for this training pool of miscommunication, I’m available—preferably with a flotation device and a sense of humor!