CleanQueen123 · Yesterday 20:19
I highly doubt I'll be believed but I couldn't disagree with this view any more strongly if I tried. It's certainly not how I feel about employees in my organisation.
If I'm frank, generally the problem is line managers, not employees. If line managers took appropriate and timely action to address issues or had robust conversations then my advice wouldn't be needed a lot of the time.
And yet, when it goes wrong HR are expected to wave a magic wand to fix it or are blamed for the problem having occurred in the first place.
I completely agree with this. An awful lot of the problems that come to us could have been avoided if the manager had dealt with the issue at the time. I have a manager who has been literally sitting on a case for a full year. Paid a lot more than me! I've literally written the damn thing for them but the last bit is function-specific and the manager has to do it. I've chased them over the months, largely being ignored, had meetings with them (when they finally do acknowledge my messages), still nada. And the unfortunate employee will be blaming HR!
The organisation I work for is pretty toxic all round. HR has very senior managers who don't so much as have a degree, nor are they professionally qualified. Promoted way beyond their level of competence. Policies and processes that are just not fit for purpose. I say it all the time. We just have to work within the parameters we have.
Personally my integrity is very important to me. I have been accused by a more senior manager of "being too friendly" with managers. I just laugh and carry on. I value my good working relationships and I go above and beyond to help them, and they acknowledge that all the time. I've had employees tell me how much I made them feel at ease in stressful meetings.
Even the team members whom I don't have a lot of professional respect for, I can attest that they do their very best for employees and managers, to the extent of their ability.