Who Do You Trust When You Can’t Trust HR?

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“Business” HR people also have an underlying understanding that the motivation of the workforce is good for business, and this is a foundational principle for them. They operate by the Golden Rule, “do unto others as you would do unto yourself.”

It just so happened that I stumbled across the above statement while reading a very interesting article pertaining to the Human Resources department within a company’s organization. The statement resonated deeply with me and caused me to reflect on the various companies I’ve worked for and my experience (good and bad) with them. It also caused me to pose the questions: What do you do when your HR department fails you? Or maybe the real question here is: Who do you trust when you can’t trust HR?

There it is! That is the question!

I’ve attended many a company meeting, sipping coffee and nibbling on pastries, while the speaker, a senior level executive or someone from the Corporate Office drives home the point that the company is there to act with integrity. Say it with me! IN-TEG-RITY

in·teg·ri·ty

inˈteɡrədē/

noun

  1. 1.

The quality of being honest and having strong moral principles; moral uprightness.

 

The speaker of the hour rambles on and on about how they (HR) are no doubt here to fight for you and your rights. They are here to champion you on and above all else, they value your feedback as an employee. Slogans dripping in cliché such as “if you see something, say something” or “if it doesn’t feel right, don’t do it” are spewed at you throughout said meeting, in hopes that you’ll buy into the rhetoric. Catchy slogans yes, but what they fail to tell you, is that those rules don’t apply to them. That’s the catch! Because they are upper management, they will uphold the rules and hold you accountable to company policies, but what happens when it’s one of their own? Will they fight for you, Alex Middlemanager or Tony Littleguy or will they coach, guide and protect the member of their executive panel? When issues of his or her behavior is brought to light, and several long time employees quit, will the executive member be held accountable? If said executive is holding middle management accountable, who then holds upper management accountable? We all know the answers to those questions right?

What some people fail to realize is that the ulterior motive behind those company meetings are for you to feel like they are there to protect you and fight for your rights and that you can trust them when in fact, they are there for neither.

Sadly this is the experience that many of us have faced and may still continue to face throughout our careers. We follow the correct protocol and the chain of command, document our complaints and grievances only to be hoodwinked by Miss Lady HR Director, who talks a good game but couldn’t process a worker’s comp claim if her life depended on it.  Who the hell hired her in the first place?

THAT being said, I’ve had many great HR representatives throughout my experience with various companies, that actually knew their job, protected the employee AND company as well as fit the brand in which they were working. I miss those days!

It is not my intention to make this a bitch-fest of a post, it’s just my two cents. But hey, what do I know? I’m just your average middle manager. Only difference with me is that I have the balls to stand up for what I believe in!

Recommended Reading: Why We Hate HR  & 5 Rules To Be A Good Boss

*Any resemblance to any person or company in this post is purely coincidental*

 

 

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