“We Do Believe You, But Someone Else Above Me Said Everything Is Fine” – The Struggles of HR and How to Break the Cycle

As an employee, there’s nothing more frustrating than bringing up a concern—whether it’s about workplace issues, mistreatment, or something that’s affecting your well-being—only to hear, “We do believe you, but someone else above me said everything is fine.” This phrase can feel like a dismissal, leaving employees feeling unheard, unsupported, and disillusioned.

From the Human Resources (HR) perspective, this situation is incredibly challenging. HR professionals are often caught between employees who seek help and higher management who have a different agenda. While HR's primary goal is to ensure a fair, supportive, and respectful workplace, they can sometimes be limited by organizational hierarchy and decisions made by leadership.

In this blog, we’ll explore why this situation happens, the challenges HR faces, and how organizations can break this cycle to create a truly supportive environment for their employees.

Why Does This Happen?

1. Lack of Authority or Autonomy in HR

One of the main reasons HR professionals may respond with, “We do believe you, but someone else above me said everything is fine,” is due to the lack of authority or autonomy. In many organizations, HR is not always empowered to make decisions without upper management’s input, especially when it comes to matters related to company policy, operations, or leadership behavior.

For example, if an employee raises a complaint about a manager, HR may be willing to take action, but higher-ups might prioritize protecting the manager or avoiding conflict, rather than addressing the issue. This leaves HR in a tough position where they believe the employee but are unable to act because of a higher-level directive.

2. Protecting Company Image

Another reason this phrase might be used is the concern for the company’s public image. Management may be more focused on keeping things “smooth” and maintaining the status quo, rather than addressing issues head-on, which could involve difficult conversations or uncomfortable decisions. A complaint—especially a serious one—may be seen as something that could tarnish the company’s image, leading those in higher positions to downplay or dismiss it.

HR professionals, who typically understand the sensitivity and importance of resolving employee concerns, may have their hands tied in situations where the focus is on external perceptions or avoiding potential legal ramifications.

3. Fear of Retaliation or Political Pushback

In any company, HR professionals are aware that addressing complaints against higher management or leadership can lead to political pushback. When a concern involves someone in a powerful position, HR may be hesitant to take action for fear of retaliation from upper management or other influential figures within the organization. It creates a difficult dynamic in which HR professionals want to help but are afraid of the potential consequences of challenging leadership.

This fear can inadvertently lead to inaction or the reliance on phrases like “someone above me said everything is fine” to avoid confrontation.

4. Misalignment Between Employee and Leadership Perspectives

Often, HR professionals find themselves in the middle of misaligned perspectives between employees and management. Employees might feel a particular policy or decision is unfair, while leadership believes it is for the greater good of the company. When HR relays these differing views to employees, it can create frustration, especially when the leadership perspective isn’t shared or communicated effectively.

Employees may feel that HR is siding with management rather than taking their concerns seriously. On the other hand, HR may believe they are simply relaying a decision made at a higher level that is out of their hands, despite their personal belief in the employee’s perspective.

The Impact on Employees

1. Loss of Trust in HR

When employees hear that their concerns are dismissed or not acted upon, they begin to lose trust in the HR department. HR is meant to be the one department that is impartial and stands up for employee rights and well-being. When HR fails to address concerns, employees may start to feel that HR is not truly on their side or that HR is simply a tool to protect the company rather than the employees.

This loss of trust can have serious long-term effects, including disengagement, lower morale, and increased turnover.

2. Increased Frustration and Disillusionment

When employees repeatedly hear that their concerns are being dismissed, frustration can build up. Employees may feel that they are working in a company that does not value them, their opinions, or their well-being. This disillusionment can lead to a toxic workplace culture, where employees stop speaking up altogether or simply leave for greener pastures.

3. Undermining Company Culture

The overall company culture is built on trust, open communication, and transparency. When employees feel that their concerns are not taken seriously and HR is not advocating for them, it can undermine these core values. Employees may begin to disengage and keep their concerns to themselves, preventing important issues from being addressed and making it more difficult to create a healthy, thriving work environment.

How HR Can Break the Cycle and Rebuild Trust

If you’re in HR, it’s crucial to recognize that this situation cannot continue unchecked. Here are several steps HR professionals can take to rebuild trust and make sure employees feel heard and valued:

1. Improve Communication Channels

HR should establish clear, open lines of communication where employees can express their concerns without fear of retaliation or dismissal. When employees raise issues, HR should acknowledge their concerns and provide regular updates on the status of the issue. This transparency helps build trust, as employees can see that their concerns are being taken seriously.

2. Advocate for Employees at the Executive Level

HR should feel empowered to be the voice of the employee, even at the executive level. If there is a disconnect between leadership and employees, HR can help bridge the gap by presenting employee concerns in a constructive manner and advocating for changes when necessary. By actively advocating for employees, HR can build a culture where employees feel their voices are heard and their concerns matter.

3. Train Managers on How to Handle Employee Concerns

One of the best ways to prevent the phrase “someone above me said everything is fine” from becoming commonplace is to train managers to handle employee concerns with empathy, professionalism, and transparency. Managers should be equipped with the skills and tools to address issues before they escalate to HR. When managers are proactive in resolving concerns, employees feel valued, and HR doesn’t have to act as the middleman.

4. Take a Stand for Fairness and Integrity

HR needs to set the tone for fairness, integrity, and transparency within the organization. If HR believes an issue is worth addressing, they should find a way to escalate it and ensure it is addressed properly—regardless of the position of the person involved. By maintaining ethical standards and advocating for employees, HR can demonstrate their commitment to fairness and restore trust with the workforce.

5. Work to Align Leadership with Employee Needs

HR must work closely with leadership to ensure that the company’s decisions align with the best interests of its employees. HR can help educate leaders on the impact of their decisions on morale, retention, and productivity, and help create policies that are in line with both company goals and employee well-being.

Conclusion

When employees are told, “We do believe you, but someone above me said everything is fine,” it creates a sense of disconnect, frustration, and mistrust. As HR professionals, it’s vital to recognize that this dynamic is harmful to both the employees and the company as a whole. By addressing concerns transparently, advocating for employees, and fostering open communication, HR can bridge the gap between leadership and employees, restore trust, and create a healthier work environment.

HR is not just the department that enforces rules or handles complaints—HR should be a champion for employee well-being, fairness, and respect. When HR takes proactive steps to address employee concerns and works closely with leadership to align company goals with employee needs, the result is a more engaged, loyal, and productive workforce.