Posted in: Communication, Management, Performance, Special Report
A business consultant and author lists nine behaviors she’s seen from HR managers who were destined to become ex-HR managers.
These come from Karie Willyerd, author of The 2020 Workplace and CEO of SuccessFactors, who says you can’t rely on an HR manager who:
- Communicates with employees mainly by email or some other electronic method. An HR manager who doesn’t make time for face time, especially when business is in the doldrums, is hurting everyone.
- Doesn’t understand — or try to understand — the business end. An HR manager who can’t name the company’s top 10 customers, list the top five competitors, or describe the basic business model needs help. Along with that, the HR manager should understand operating margins, cash flow, inventory and revenue — and offer HR solutions for improving business metrics.
- Doesn’t keep up with technology. Nearly 35% of the workforce consists of Millennials, born after 1977, and they will make up nearly 50% of the workforce by 2015. An HR manager who can’t navigate the tools they are using is unlikely to engage and retain those employees — whose everyday vocabulary encompasses tweeting, RSS feeds, cloud computing and SaaS.
- Hates change. An HR manager should be a key resource for managing and effecting changes in business.
- Doesn’t use metrics to gauge success. An HR manager who can’t measure ROI for hiring and paying employees won’t be much help in building a high-performance organization.
- Doesn’t have vision of how HR enables the people to achieve extraordinary performance. Yes, those sound like nice words. And HR is supposed to have a plan for putting them into action.
- Dwells more on style than substance. One clue: spending more time on the content of a business card than on getting to know the business.
- Acts as a gatekeeper for the CEO. Isolating the boss from the direct contact with others in the business ensures that information only goes one way.
- Doesn’t have the support or respect of workforce. Yes, HR sometimes has to make tough, unpopular decisions, but HR also should build loyalty and engagement, too.
Related story: 3 ways to get managers to hate HR.