When HR Goes Wrong
I recently facilitated an HR session for Humanergy’s High Impact Leadership Training (HILT) program. During it, a leader described a situation that was occurring at their organization. While I’m usually careful never to say this, there was no way of denying what it was – bad HR. As soon as I said it, people started to chime in with times when they had experienced bad HR. Frankly, I was shocked and embarrassed by the examples they shared.
That led me to ask some of my other networks what their HR experiences have been like. The responses have been humbling. As an HR professional, I think people are hesitant to vent to me about my profession, but when I asked, the flood gates opened.
Some of the more noteworthy examples:
• An employee who suffered hearing loss due to an injury asked HR about accommodations under the ADA. HR suggested that the employee learn sign language even though none of her co-workers knew how to sign.
• A company told their existing employees that they were paying new hires more money than them so they could recruit people.
• An employee told HR they felt misled about the position HR had described when they started. HR said they wouldn’t conduct an exit interview when they left because they didn’t want the feedback.
• An HR professional who made offensive comments about an employee who was perceived to be gay.
• An HR professional who refused to act on a sexual harassment complaint because “that’s just what he does…”
• An HR professional who would openly talk about the personal and medical situations of her employees without any regard for confidentiality.
What do we do to reduce the incidents of bad HR?
• If you are working as an HR person, invest the time to learn the basic employment regulations. SHRM has good information, and many firms provide courses, webinars, or podcasts. Attend them.
• Get certified. Hit the books and take the exam. You’ll be glad you did.
• Consider your employees when making a decision. Ask “How would I feel if I were in their shoes?”
• Keep a balance. Yes, the company signs your paycheck, but if you can’t be objective when looking at an issue, you’re doing everyone a disservice.
• Ask for professional help when you are working on a sticky issue.
There will always be times when HR folks will have to make difficult and unpopular decisions, but if we’re up to date on the regulations, treat people with respect, and are cognizant of the impacts our decisions make, hopefully we can limit adding any more fuel to the “bad HR” fire.
Got a bad HR story you’d like to share? Let us know.
Dealing with a situation that has the potential of ending up as a bad HR story on Reddit? Call us. We can help.
Kevin Brozovich
SPHR | CHIEF PEOPLE ADVISOR
Meet Kevin Brozovich, energetic entrepreneur, people-focused team-builder and HR practitioner-turned consultant. For almost 10 years, Kevin was Founder and Chief People Officer of HRM Innovations, a Kalamazoo-based Human Resources consulting firm many would consider the top in the region. After pulling his hair out making daily decisions about running the business (does it matter where the coffee comes from?), Kevin joined forces with the Rose Street Advisors team so he could solely focus on what he loves most: working with clients.
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