Intuition, awareness, or whatever you want to call it–it’s a critical skill if you want to be a successful HR pro. I’m a fan of examples to prove my point, so let’s dive in!
Seeing the needs of new employees
Recently I was helping to onboard a new group of employees. We had won a new contract and needed to pull the new folks into the fold ASAP with no downtime or issues.
The “standard” HR practice would be to gather all of the employees in a single place, give them a speech, hand out paperwork, and wait for it to roll in. However, that’s not how I handled it.
Instead, we sat down with each individual employee. That meant the entire exercise took approximately 10 times as long; however, there were some conditions that I had examined that told me the one-on-one would be more beneficial across the board. Here’s where that intuition/awareness/whatever comes into play.
- They were coming from a “big company” employer that didn’t treat them as individuals or as highly valuable.
- In my one previous meeting with the group, there were a few people who felt their concerns were not addressed for one reason or another.
- Our history had always been that of a high-touch HR function, and this was the first chance to prove it.
- I knew that with contracts like these, the people were going to speak freely more often if it was a private conversation than if it was in a group.
In the end, that was definitely the right answer. Each person got to spend some individual quality time talking about their hopes, concerns, and other thoughts.
Developing your intuition muscle
This is one of those skills that is more difficult to develop. Some of us are just more aware of our surroundings, the considerations of others, etc. However, I believe it’s possible to learn to be more intuitive and aware of the things going on around you. Here are a few tips for making that a new focus:
- Especially in situations like the one depicted above where there will be many “first impressions” all at once, take some time to consider what impression you’re giving. How you interact is how they will expect the rest of the company to interact as well.
- In your day to day, think about how others will perceive and process what you have to say. Even if it doesn’t change what you say or how you say it, understanding how to predict the responses of others is critical for someone in this role.
- Once you have started honing your intuition skills, start sharing the insights with other managers and staff. For example, when I learn about a new policy rolling out affecting specific employees, I let the manager know generally what to expect from some of the people who might not respond well to the changes. That helps them to prepare for the response as well as making them more likely to rely on that advice again in the future, especially if it prevents an employee relations headache!
What are your thoughts on this? I think intuition is a highly valued, yet relatively unknown, skill for HR pros to develop and maintain. Have you seen others value you for your intuition and insights? How did that play out? I’d love to hear your story.
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