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“F**k that” Is not an Effective Performance Improvement Strategy

There is a lot of information out there on the internet about HR, leadership and process improvement. Here on PerformanceICreate we like to give free HR advice that you can actually use. So here’s some more of it – learn as much as you can about HR – don’t wing it!  Pay attention to what’s going on in and around the world of business. Take off your blinders and resist the natural tendency to develop tunnel vision. I hope you read the Wall Street Journal, Bloomberg, the “Money” and “Tech” sections of USA Today, CNBC, Forbes and the Hufftington Post. Also make it a point to connect to other HR professionals their experiences and perspective can really help you out when you’re trying to create performance improvement strategies.

I love reading blogs but I have to be honest some of the information on the blogosphere about HR is well… “mad garbage”; to quote one of my friends and co-collaborators here on PIC, Janine Truitt. You hear a lot of  “f—k this and f—k that.” Or “You need to get rid of this” or “Don’t do that because it’s stupid”. Just try to take that to your boss and say “Hey look, f—k the recruiting process” or “F—k the performance evaluations because that’s stupid.” If you go into your boss’ office with “f—k this” and “f—k that”,  you will get F’d and that stands for FIRED!

Focus On Now

The FUTURE of HR… why day dream and speculate about the future when our people need us to be focused now. So many changes with the workforce, technology and legislation to consider. There’s plenty going on right now! Riddle me this, what is HR’s primary function(s)? Okay, don’t hurt yourself. Human Resources has 4 basic functions.

  1. Recruit and hire talent
  2. Coach and fire under performers
  3. Compensate the employees
  4. Keep the company away from the courtroom (compliance)

 

That’s it! But the way in which we do those things change and you have to stay current. You must pay attention to the new laws; the Supreme Court just gave marriage rights to same sex couples – do you think that could affect your benefit packages? Maybe if your state recognizes it…it all depends. But you have to be aware.

Thank goodness the Affordable Care Act healthcare provisions have been pushed back to 2015 – there was a lot of premature “loom and doom” over that one.

Remember when we used to recruit talent through word of mouth and canvasing efforts, and then came the newspaper? Those were the good old days. Now its all about “social recruiting” with the internet, job boards and social networks like Facebook, Twitter and LinkedIn.  But you have to know your  region – not every place is like Silicon Valley – those old school recruiting tactics still work; a sign on a front door – word of mouth! There’s no one size fits all, do your research – know your stuff!

And what about Social Media – it’s not going anywhere folks – and you can’t stop it. You have to use it as a tool of engagement.

Our training programs have changed, you can’t just lecture anymore; you have to engage, gamify and make the process interactive and innovative. Compensation is pretty standard but, employees are looking for other benefits. Things they can brag about to their friends; student loan payments,extended time off and leaves of absences, black cards, relocation, housing, company cars, gas cards, or Ipads and IPhones.

Have you ever heard of the marginal tax rate? It’s the situation that millions of Americans are in, when they can’t accept a raise in salary because it would disqualify them for benefits that they need to support their families. For instance, if someone takes a job paying$10 an hour and they perform well and boss wants to give them a $3 dollar raise, that raise could cost them daycare benefits, school and even education assistance. So instead of making $6000 more annually it costs them more in lost benefits.

Oh yes, HR is real – let’s not forget our most important asset which happens to be the most volatile as well – the people. Employee behavior is bad and getting worse. We’ve got to manage it, provide structure without infringing on civil rights and freedoms. As we connect and share more the line gets blurred. Which means you have got to stay sharp and create effective HR strategies which engages the workforce, establishes organizational integrity and that work. You can’t just say “ForgetAboutIt.”

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7 thoughts on ““F**k that” Is not an Effective Performance Improvement Strategy

  1. Good points here Chris – we shouldn’t plan to march into the CEO’s office and say “we’re dumping XYZ!” The value in these conversations however becomes how these sorts of bold statements allow us to think, strategize and adjust.

    I do, however, have to pick on one of the “4 basic functions” you mention. It is not HR’s role to “coach and fire under performers;” THAT is the role of managers. We in HR train, support and may even ‘assist’ the managers but it is not up to us to coach, counsel or give performance feedback to Sally in Accounting. 🙂

  2. You bring up a lot of good points in here Chris. But most important is to know your stuff…i.e. your region, your company, your employees. That doesn’t give you an excuse to write off any new ideas but it does mean that before you advocate to get rid of XYZ HR process you should have a faint idea if that is even feasible at your company.

  3. You forgazi! Jk… I lagree with your idea of the future of HR. Would love to add a #5 – HR as the shaper of all things culture for organizations. In the words of Big Sean, “This culture game takes practice” and HR needs to embrace the role they play in an organization’s culture, as it’s a big component to a company’s success. The link between HR and culture is my passion and I rarely see the correlation in Forbes, Huffington Post, or USA Today. I see the same snoozy articles about leadership, management, and policy creation. F+*k that – this Chick needs a cocktail! Cheers!

    1. HR Chick you are something else I see. Culture is extremely important but does HR manage that, or a partner in that process? I see HR as a partner in many other aspects that I did not list and culture is one. I think even those snoozy, stuffy articles are valuable. I’m not a traditional guy but I think the workforce, work and job market are still mostly traditional so you have to keep those old school sources on your radar. Other than that, I’ll but the 1st round ma’am!

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