Complaceny, Mistakes and Human Resources

From the dusty archives is a repost of what was on my mind this time last year. Older post but a still relevant message for all. I no longer own the Blackberry though. RIP.

There's no room for complacency in my HR.

In a recent Fast Company article, Why RIM Lost Its Crew, Its Groove, the author writes that complacency was one of the factors killing RIM. That's big. {If you weren't aware, RIM makes Blackberry. No worries, I own a Blackberry and didn't always know that either.}

A complacent satisfaction with present knowledge is the chief bar to the pursuit of knowledge.                                                                                     B.H. Lindell Hart

Complacent HR is content with the status quo and (did I say this already. . .?) there is no room for complacency in my HR. It threatens progress, it threatens growth and for HR leaders, it could threaten your very existence.

Let's take a look at an employee relations action you worked on and lost. You actually didn't lose it, you pulled it back before it was decided upon. You actions are good. Your odds are better than good on appeal.

Why would you do such a thing? You missed things that, on appeal, could be problematic. More than that, you could not let your boss decide on an action that was anything less than complete.

Replace an employee relations action with a strategic workforce plan, a new recruitment initiative or an incentive award program proposal that misses the boat and it comes down to one thing: you got complacent.

Are these signs of complacency familiar to you?

• You utter, "good enough" in the face of unanswered questions.
• Your meetings on key issues end with without commitment or decision.
• Your candor is lacking and your support goes to the loudest bidder.
• You stick to what you've always done even when it stops working.

What else? You base your decisions solely on past actions, you begin to believe your own press, and you do not stay current on the legal landscape.

The good news about complacency is that it can be killed easily and the first step is admitting you have a problem. Then, you collaborate.

You speak with others. You seek feedback. You listen. Signs of complacency are more obvious to outsiders than insiders. You don't hold back. You do whatever it is you do to exit your funk. You get back in the game with both feet and even though it sounds counterintuitive, you make mistakes.

Mistakes cure complacency. Trust me, I know.

Photo credit: Jessica Hagy, Indexed

5 Signs Your HR Customer Service Is In Jeopardy

Earlier this week I posted about a culture of service and thought of this post from the archives that I'd like to share with you today.

Engaged employees offer more positive interaction than disengaged employees. Positive interactions with employees will prompt customers, vendors and job applicants to return to your organization.

In his recent article, What is Employee Engagement, Kevin Kruse defines engagement as, "the emotional commitment the employee has to the organization and its goals." He continues, "Engaged employees actually care about their work and their company."

Why should you care? People like to work for and buy things from employees (and brands) that satisfy them. They will fire those that don't.

Photo credit: Canadian Business.com via Andrew B. Meyers

One Chance to Make a Positive First Impression

I wanted a new wallet. My checkbook wallet, when paired with my iPad, smartphone and keys, messed with the relatively slim profile of my new purse. I went to Fossil on Friday and bought a smaller wallet. I started using it immediately and, by Saturday, I hated it.

I returned to Fossil, explained my dilemma and right there, next to the sign stating they will exchange only UNUSED items, I emptied the wallet I had been using and exchanged for another. The manager clearly had every right to deny my request-  but she did not.

This was my first time shopping there and I'll be back. 

My Give-a-Care is Busted

Not all business are as fortunate, or all employees as engaged, as the manager at Fossil was that one Saturday afternoon. Here are five strange but true signs your HR customer service is in jeopardy (courtesy of my HR friends and colleagues):

1. Lights are on, computers are fired up and an employee comes up to HR at 7:25. HR employee says, "I'll help you, but, for the record, we don't open until 7:30."
2. When asked a question that did not relate to her role, HR employee responds, "I don't have anything to do with that. Call someone else."
3. When asked by an applicant why she did not get referred for a position, HR employee responds, "You are clearly not qualified for the position and with your lack of formal education, you'd have a better chance applying for unskilled positions." 
4. When his inappropriate response to a customer was raised for discussion by his supervisor, the employee explained it this way, "I am a mirror, I reflect back what I see."
5. An employee brings an error in her promotion pay calculation to HR. Without much ado - or any research - HR staff erases the old number, changes it to what the employee though it should be. Which was still wrong, BTW.

Nip it in the Bud

These incidents do not reflect the look and feel of employee engagement and, in each, you may have a performance problem on your hands. Is it a one-time incident or a pattern? Let it go at the risk of further jeopardizing your customer service, the engagement of your other staff and the overall performance of your team, department or organization. Nip it in the bud. Now.