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Fear management

Fear Management in Human Resources and Project Management

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Fear Management in Human Resources and Project Management

The following article is part of the self-preparation for the modern BVOP® Human Resources Management Professional Certification program.

The BVOP introduces fear management as a significant activity of the Business Value-Oriented People Management (BVOPPM) office. Fear may be a root cause of different losses and wastes in areas like:

  1. Workforce status analysis
  2. Organizational attitude analysis

  • Productivity
  • Proactivity
  • Communication
  • Information

The result from fear may be:

  • Not taking any actions
  • Taking improper actions
  • Not getting involved in communications
  • Lack of commitment
  • General passiveness
  • Avoiding events and situations
  • Concealment
  • Providing wrong information
  • Developing incorrect or unneeded work

All these results may cause waste and serious losses may be considered. The Business Value-Oriented People Management (BVOPPM) office needs to be aware of these general fear-driven potential results amongst individuals inside the organization and try to minimize them.

Fear may include the following aspects:

  • Embarrassment
  • Deposing
  • Dismissal
  • Reprimand
  • Criticism

Workforce status analysis

If the organization is not aware of its workforce status, it may not plan its future or current initiatives correctly. Motivation, conflicts, skills, tools, and personnel efficiency and sufficiency may be subjects of analysis, reports, and monitoring.

Organizational attitude analysis

The senior management’s general attitude may be a core source of the entire organizational attitude and vice versa. The personnel’s attitude may affect the entire organization’s on every level.

The BVOPPM office analyses the general organizational attitude, assists in its management, and supports all departments, offices, key roles, and individuals in planning and maintaining a positive atmosphere.

Comments from the BVOP™ community on “Fear management”


The BVOPPM office recognizes fear management as a crucial activity. Fear can lead to losses in productivity, proactivity, communication, and information. Fear can result in inaction, improper action, lack of involvement in communication, passiveness, avoidance, concealment, providing wrong information, and unnecessary work. These outcomes can cause significant waste and losses. The BVOPPM office must be aware of fear-driven outcomes like embarrassment, deposition, dismissal, reprimand, and criticism and take steps to minimize them.

Analyzing workforce status and organizational attitude is crucial for effective planning and maintaining a positive atmosphere. The BVOPPM office provides support in managing these aspects.

Comments on “Fear Management in Human Resources and Project Management”

  1. Paul R.

    If our company starts doing these things, it will become a dream job company. Fear management sounds uniquely interesting, innovative and contemporary. I suppose human resources need to have serious skills for doing so, but still that's their job. They must have such skills. I strongly support these initiatives and practices. I hope they will become more and more popular. This will be good for all of us. For businesses and employees at the same time.

  2. BVOP

    Fear management is an important aspect of creating a positive and productive work environment. By effectively managing fear and anxiety, companies can help to reduce stress and promote greater engagement and well-being among their employees. While fear management may require specialized skills and training, it is an important responsibility of human resources departments to help employees feel safe, secure, and supported in their work environment. This can involve providing resources and support for employees who may be experiencing anxiety or fear, as well as creating policies and procedures that promote a culture of open communication and transparency. It is also important to note that fear management is not a one-size-fits-all solution, and may need to be tailored to the specific needs and concerns of different employee groups. For example, employees who work in high-stress or high-risk environments may require different types of support than those who work in more low-key office environments. Overall, by prioritizing fear management and promoting a positive and supportive work culture, companies can help to create a more engaged and productive workforce, which can benefit both the employees and the company as a whole.

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