Lessons Learned: Don’t Trust HR
Those words make me very sad as someone who works in the people side of business. That said, I know the back story behind that statement. A very good friend of mine was recently let go from her high-paying corporate job for being the squeaky wheel. From her perspective, she was working under a very degrading, narcissistic boss who seemed to target certain employees to take out his frustration and the stress of his job. She had been documenting situations directed towards her that were less than appropriate and finally reported to her HR department when the abuse became too much for her to bear.
Now, let me be clear: It is my belief that HR walks a fine line between supporting employees and managing the needs of the organization. I believe that hard, unpopular decisions need to be made in business when we are dealing with people’s lives. That said, lately, the way I have been witnessing how organizations are treating their people as they are being pushed out the door makes my skin crawl even more so than the fact that people are learning not to trust those of us working in Human Resources that are there to support them.
As told to me by my friend, at the start of her demise, she was told to go home and take a few days to collect herself. They would investigate her documents. Yes, she shared with HR all of the past year’s documents of conversations, bullying, yelling, and degrading comments from her boss. At the time, they were very sympathetic, but within a few days, she had received her notice of separation due to a shortage of work, and she was to come in to collect her things under the watch of the security guard. My friend had worked her butt off for this company, staying late, working weekends, and sacrificing her personal time and health for the sake of her job, and now she was being escorted out the door without even mentioning the situation that shed light on an ugly truth that seemed to be swept under the rug. I know there is likely much more to this situation than from my friend’s perspective. From management’s perspective, I know how hard it can be to walk that line. Where my disappointment lies is the lack of courage to have a conversation with my friend. Ignoring her concerns without comment is when HR gets a bad name. THAT is what frustrates me.
And in my local area, there are situations where workplaces have been shut-down without notice. Employees get to work only to be sent home immediately by the HR department. I understand that there is a business risk of employee sabotage, but we are dealing with people. Can we not come up with a better way to ease the sting of being let go and business closure? There may not be a full win-win, but can we somehow create an environment where people keep their dignity and remain empowered while the business (and the HR department) maintain their respect and reputation?
In my world, which may be admittedly rosey, I see workplace cultures that are collaborative and supportive, transparent and openly communicative. Workplaces today are evolving to get to this state, but it isn’t happening quickly enough, especially in challenging economic times. Some forward-thinking employers are providing support and options for their employees, even as they leave the organization. Career coaching services as part of company benefit plans are becoming more popular. Sometimes, this needs to happen, but it is the way that it happens that saves the dignity of the individual. Supporting employees with their dignity intact as they leave your employment will come back to you tenfold. Maintaining relationships is imperative. Rather than pushing people down, we can continue to build them up. The transition as the employee adjusts to life without their job will be much smoother and quicker if their pride and dignity remain intact; there just might be fewer backlashes towards the former employer.
Think about your example of when you witnessed a difficult situation at work. Was the situation addressed, or did those involved let it slide, hoping it would go away on its own? Or maybe an authoritative approach was taken, and someone was demanded to make improvements? Or maybe it was deflected back on an employee, making the situation their fault.
I have heard of so many situations that go against what I believe workplaces can be like. My vision and mission are to keep the human in Human Resources. Remember, we are dealing with people and their lives; it is not something to take lightly. Let’s create work environments that support each other, even if we need to make the hard decision to let someone go from our business. We can do it in such a way that keeps the relationship. This is what motivates me so that people do not have to learn to never trust HR.