How many minutes has it been since you heard or read an article, blog or other commentary about what HR should stop or start doing? Well here’s one more perhaps with a twist. We all know the good ‘ole SWOT analysis by which we assess the Strengths, Weaknesses, Opportunities and Threats to the growth and success of a company, department, unit or individual. I like to use a Stop, Start, Continue exercise (I find it great for SHRM Chapter and State Council strategic planning too!). So you get the idea. What should we (1) Start doing because it would be value added; (2) Stop doing because it is not adding value; and (3) Continue doing because it is adding value?
So allow me to contribute to the Continue column since so much already exists related to Stops and Starts. What should HR continue to do? I applaud and encourage continuation of the following:
1. Advocate! HR professionals can be fabulous contributors to shaping public policy. Who has more experience in the myriad twists and turns in implementing employment policies, practices and programs. And no one has better stories than we, right?! From federal to state to local legislation and regulatory reform, abundant opportunities exist to share your #HRVoice. How will paid leave mandates impact your company? What liability should employers have for workplace bullying by supervisors, team leaders or coworkers? What is the impact to your organization of banning or permitting weapons at work? Share these stories and more through SHRM’s HR Policy Action Center.
2. Develop in-house partnerships – Let’s face it. Front-line managers and supervisors are the primary eyes and ears of our organization, like it or not. They see it and hear before HR does. Whether it is inappropriate conduct, unsatisfactory work performance, excessive absences or lateness; you name it and they see it. Keep developing working partnerships where HR is a sounding board working with managers to develop strategies to reduce the occurrence of these issues and to resolve them when they do arise.
3. Education & Information – Train managers and give them the bells and whistles they need to proactively identify potential issues when they first arise. Share for what they should look and listen and what the next step should be…call HR!
4. Support from behind the scenes – Be there and ready before, during and after a manager issues corrective action to an employee. Then prepare to be a resource to either, the employee or manager. Think about it. If HR is issuing the corrective action where can the employee go to express concerns about unfair or inequitable treatment? They will find someone and it will likely be outside your organization and within a labor organization, the EEOC, state or local commission.
5. Celebrate! Don’t forget to pause and find time to say “Thanks” and “Congrats” to yourself and your team members – employees, managers and leadership. Corporate success is rarely achieved without individual success and the latter is more difficult without the former. #HR4Civility
What’s on your list? Share other great things HR should continue doing!