I knew the day would come when I would have to “hurt” somebody. Well, the day is here.
I am so sick of hearing the same, tired, cliché phrases from CEOs and other business leaders about what they want from HR. It’s always speak my language, be proactive, solve issues, protect me. I read or hear these things now and it’s like the teacher from Charlie Brown “Wah-wah wah-wah wah-wah-wah-wah” … Good grief.
Tell HR something it doesn’t already know – and isn’t already doing! The HR professionals I know are breaking their necks to speak the language of the business so their department is seen as adding value to the organization. The HR professionals I know are constantly looking for ways to improve the employee experience; from hiring to training to recognition, HR is looking for ways to keep employees engaged so they will remain with the company and continue to positively contribute. The HR professionals I know are looking to identify hurdles in processes to avoid inefficient or ineffective practices. And the HR professionals I know are most assuredly seeking ways to avoid pitfalls that result in costly and time-consuming litigation.
If CEOs are finding HR isn’t doing this in their organization, one of two things is happening:
So perhaps the answer is not for HR to speak the CEO’s language or think for the CEO or keep the CEO out of trouble. Maybe the answer is for the CEO to speak HR’s language and think like HR – then the CEOs could keep themselves out of trouble.
What do you think?