In a Pickle? What HR Can Learn From the Pickleball Court

I picked up a pickleball paddle six months ago, and like everyone else, I’m completely hooked.

The rules of pickleball seemed simple enough—don’t hit the ball in the kitchen (or “no volley zone”), let it bounce twice, and, yes, try not to embarrass yourself.

But after several humbling defeats (and a pretty nasty calf strain), I’ve learned that pickleball is deceptively complex. The more I play, the more I realize there are definitely some lessons that carry over to employment law.

For those that have picked up the game, here are three things to think about the next time you play.

Lesson 1 – Don’t Cross Over the Line

In pickleball, you can’t step into the seven-foot “kitchen” zone and smash the ball out of the air. Let’s just say I learned this lesson the hard way. This “no volley zone” is a key part of the game.

At workplaces, we have our own kitchen zones—boundaries that seem obvious but are surprisingly easy to cross. Managers who get too personal with direct reports, HR professionals who share confidential information casually, or leaders who think the rules don’t apply to them.

Just like in pickleball, stepping into the kitchen might feel natural in the moment, but it always costs you the point.

So for employers, make sure your employees establish clear boundaries and stick to them. Train your managers to recognize their own “kitchen violations” before they happen. It’s easier to stay out of trouble than to explain why you stepped over the line.

Lesson 2 – The Third Shot Drop

This shot still frustrates me. When the ball comes flying at me after the serve, every instinct tells me to smash it back. But good players know the third shot should be a gentle drop into the opponent’s kitchen, not a power play. It feels counterintuitive, but it works.

I see the same dynamic in employee conflicts. When tensions rise, our instinct is often to come down hard—write them up, separate them, lay down the law. But sometimes — and clearly not all the time — the “third shot drop” approach works better. A quiet conversation, a mediation session, or simply giving people space to cool down can be more effective than immediate discipline.

The soft approach isn’t weakness—it’s strategy. Just like that frustrating drop shot that keeps winning points even when it doesn’t feel satisfying.

Lesson 3 – The Two Bounce Rule

Every point starts the same way: serve, bounce, return, bounce, then play. No exceptions. As someone who likes to jump right into action, this rule initially felt unnecessary and frankly, frustrating. But over time, I’ve learned it creates fairness and prevents chaos.

HR has its own two-bounce rule—following proper procedures before taking action. Investigate before you discipline. Document before you terminate. Give employees a chance to respond before you make decisions.

Again, following the rules can lead to good management. The two-bounce rule in pickleball gives both sides time to get positioned and ready. Following proper procedures in HR gives everyone involved a fair chance and usually leads to better outcomes.

Six months in, I’m still figuring out this game. I can explain the rules to anyone, but executing them consistently? That’s the real challenge. My shots still go wide, I get frustrated by unforced errors, and I definitely still try to power through situations that call for finesse.

HR is the same way. The principles are straightforward, but the execution takes practice. Every workplace situation is different, every employee brings their own complexity, and even when you think you’ve mastered something, a new challenge comes along.

But I think I’ve also seen some good news too. In both pickleball and HR, you get better by playing more, learning from mistakes, and remembering that even the pros started as beginners. Plus, unlike in pickleball, when you mess up in HR, you usually don’t have to buy drinks for the other team.

Now excuse me while I go practice my third shot drop. These kitchen violations won’t fix themselves.