I’ve spent the last decade and a half working in human resources and as a result, have seen and experienced things that many others aren’t always privy to in the workplace. When it comes to dealing with people, it can be fascinating, frustrating, fulfilling, frenzied and fantastic all at the same time. And while most of the time people often express wonder as to why I (or anyone for that matter) work in HR, I actually wouldn’t have it any other way. My work in HR has taught me some incredibly valuable lessons.
Remember, all the information in this blog post is published in good faith and for general information purpose only. I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals. The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter. Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.
Penny Horton | October 14, 2018
1. First impressions are hard to overcome
Thousands of interviews with job seekers have taught me that the interview is the time when you will see the candidate at their best, nothing that they do on a day to day basis will top it and whatever your impression of them was during the interview will almost always end up being your “forever” impression of them.
2. 99% of conflict is caused by miscommunication
Almost every employee relations issue I’ve investigated started because of miscommunication. I’ve learned that people that don’t read, they don’t listen and they don’t take time to understand. As a result, we misconstrue things that are said, take things out of context and project our own biases and interpretations onto situations.
3. It’s better to know what you’re good at and focus on that
I’ve heard way too many job seekers tell me that they can do anything. And while you might be able to learn to do anything, that doesn’t necessarily equate to success or fit. So figure out what it is that you are good at, what you enjoy doing and figure out how you can help the employer solve a problem with that skill. Don’t try to convince me that you could be an excellent CNC programmer if you don’t have any knowledge, training or aptitude for it.
4. Leaders are not created by titles
Just because you are really good at the technical aspects of your job, are a subject matter expert or have been doing the job a really long time, doesn’t mean that you are ready to be a leader of people. All too often employers are guilty of promoting people into leadership roles for those exact reasons. And all too often employers will promote someone into a leadership role, change their title and increase their pay without providing any sort of leadership development or training and then wonder why that person isn’t a great leader.
5. Everyone’s motivation is different (well after the basics are covered)
There is a reason Maslow’s Hierarchy of Needs, is still relevant and often referred to today even though the theory was first introduced in 1943. Everyone works today because they need to meet their basic needs but once those are met, everyone is motivated by something different. It’s up to the employee and the leader to figure it out together to achieve optimal performance results!
6. Never burn a bridge
You can’t predict the future and with 6 degrees of separation, you never know exactly where things will lead you or who you might work for someday. So despite how you glorious of an exit you conjure up in your mind, it’s probably better in the long run if you just leave an organization respectfully and dignified, no matter the circumstance.
7. The grass isn’t always greener on the other side
I’ve seen way too many boomerang employees return to work at the company they left because they thought things would be so much better somewhere else. All in all, there are no perfect employers and no perfect companies. Some are better than others but in most cases, you just end up trading one downfall for another.
8. Not telling someone when they aren’t cutting it is actually worse than telling them
I cannot count the number of times I’ve had to be the first person to tell another leader’s employee that s/he wasn’t meeting expectations. Difficult conversations are hard to have and it’s a shame that they often rely on HR to be the bearer of bad news. But what I’ve learned is that most people want to be successful and if you just clearly articulate what they need to do in order to be successful, 9 times of 10 they will meet those expectations. So not telling someone who isn’t cutting it is more of a disservice to them than just being upfront with them.
9. It takes a village
Nearly every highly successful individual I know has had a mentor at some point in his/her career. Training, development, and self-awareness are instrumental to success but without having someone you can lean on, that will give it to you straight, that will help challenge you, push you and have your best interests in mind, your career will only go so far. It takes a village to raise a child and a village to raise a success!
10. It really is about who you know
80 – 85% of all jobs are filled through referrals and networking, not job postings. You have to be well connected to make it in business. Word of mouth and the advantage of having someone that knows you, likes you and trusts you is still the most valuable resource.
11. People are people
Having worked with and led human resources teams in the United States, Canada, Wales, and Singapore I’m here to tell you that people are people no matter where they live or work. And while cultural differences exist, people still experience the same kind of drama and conflict no matter where they are.
12. There are three sides to every story
Countless employee investigations have taught me that three sides to every story exist: Yours, mine and the truth. And that isn’t to say that any one party is deliberately misrepresenting the facts, its sometimes just a matter of personal bias, our memory or the circumstances. Nothing is as simple and straightforward as black and white, true or false, or clear cut and dry when you are dealing with people.
13. Proactive is better than reactive
Often times in HR our hands are tied because employees and leaders wait too long to alert us of an issue. That typically results in being reactive. That affords limited problem-solving ability and a lack of creativity. I would much rather partner together with a leader to creatively address an issue before it becomes a problem that needs to be dealt with. Two heads are always better than one. If you are struggling with an issue, its ok to ask for help. Humility never hurt anyone.
14. You get what you tolerate
Not taking action, ignoring an issue, avoiding conflict and not making a decision are all choices. Often times this results in difficult, unfavorable and otherwise avoidable situations. If someone is behaving in a way you don’t like, address it or they will think that its ok and will continue doing it!
15. It’s easier to ask for forgiveness than permission
As long as your basis for the decision is solid, the action is morally and ethically sound, and there is sound, reasonable judgment involved, I’ve always found its easier to ask for forgiveness than permission. Granting permission means that someone has to take accountability for the action and most people are leery to take accountability. Granting forgiveness though helps that individual save face (assuming the criteria I mentioned above are met) in the event things don’t go well. But, in most cases, they usually go well.
REALITY CHECK
- Do your interviewers know interviewing best practice techniques?
- How does your leadership training and development stack up?
- Is your staff trained and qualified in handling employee investigations?
- Is your turnover rate too high?
- How is your company culture and employee engagement?
Who’s Your HR? can help with any of these issues and more! I’m happy to answer questions, provide coaching, training, templates, and tools or even create customized solutions to help you get hired or make wise hiring decisions.
Who’s Your HR? is available to assist you with HR consulting, contract or project work. Please review the Solutions and Service page or find my contact information in the menu to the left of this article.
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