In this episode, host Jude Fidler introduces the concept of "positive negativity" as a strategic HR approach. She acknowledges the value of optimism but explains HR's job is protecting the organization, not just making others happy.

Fidler argues positive negativity means anticipating what could go wrong to prepare for potential issues proactively. It's about risk assessment and contingency planning rather than dread or pessimism.

Examples include considering sick leave, claims or adjustment requests when inviting someone to a disciplinary meeting. Fidler also discusses conducting meetings outdoors for adjustments or privacy.

The goal of positive negativity is eliminating risks before they emerge by "nipping issues in the bud." Fidler cites tribunal losses often stem from flawed processes, not the issues themselves.

By cognitively assessing each step and stakeholder, HR can design controlled processes and maintain authority over situations. This framework aims to remove risks upfront so value can be added effortlessly.

Listeners are encouraged to adopt this methodology to protect their organizations in a strategic, solutions-focused manner. Fidler presents positive negativity as a tool to do the "hard work" of risk management.