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10 Ways to Know When It's Time to Get Out of HR
Mar 18Here are 10 ways for you to know when it’s time to snatch the pebble from my hand, Grasshoper, and get out of HR:
- You refer to the head of HR as Catbert, and there’s no hint of irony left
- You actually look forward to firing someone
- Whenever anyone calls out, you think they’re taking a “psychological sick day”
- You have a 20-year collection of SHRM tsotschkes displayed in your office
- You say, “This would be a great job if it weren’t for the people” and mean it
- You don’t think that anyone can get a 5 in a 5-point rating scale
- You’ve never even seen the table, let alone have a chance of sitting at it
- You think that it’s just a matter of the right forms, no exceptions
- You can no longer say no to management, even when it’s the right thing to do
- You spend more time talking about employee engagement than talking to employees
About the Author
Frank Roche
Frank started IFRACTAL over 7 years ago with Sarah Chambers. Together, they've created HR communications and HR software for some of the world's leading companies. Frank is also studying Flamenco guitar and origami.
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Great list. If they were in ranked position, #10 would be my #1 choice. My experience is that it’s the least obvious to HR folks.
Dr. Smoot…I agree with you completely. This is the order they fell out of my head…but I liked #10 best as well. (And welcome to the world of HR blogging. Cool beans.)
The one about the table is my favorite. Very subtle…
The Happy Employee. Tee-hee. I liked it too. Buried it in there, but that’s a big item.
Even I feel no 10 should be No 1.
These are awesome, Frank!
Thanks, Laurie, that means a lot coming from you and your ability to turn a phrase.
Ajit, I think that seems to be the consensus. Just a random order as they are.
Hi Frank, “methinks” you truly celebrated St. Patrick’s Day and this wonderfully rolicking post spun from the Leprechans around you.
Hi Robyn. [chuckles] That was some fun. LOL.
I’m waiting for the next list….10 jobs you can do after you get out of HR! Wait, wouldn’t HR speak be “transition out” of HR?
LOL, Cyndi. Yep, that’s a good idea. And “transition” is the magic word. That, and “pursuing other opportunities.” Very very good suggestion.
Excellent List! Does HR ever exist? Point 5 seems the best. You are proberly in the wrong job is people is a pain. Hmmmmmmmmm………….
The real version of #5 is “This wouldn’t be a job if it weren’t for the people” ! Great post!
Just found this blog. Nice work and gave me a good laugh as I look for a new job to “transition” out of HR. I would ad its time to get out of HR when you put a full sized poster on your office door of the Grim Reaper during Halloween that says I am neither human nor a resource.
How about HR’s hiring decision being vetoed by a senior manager’s “gut instinct” and he wasn’t even in the interview?!
HR Lady, I’d go with “ugh!” on that one. That senior manager must have gotten to that position by having ESP. It’s the only logical explanation.
Crazy that things like that happen. Sounds very fishy, I have to say.
Frank, the list is great I have actually run into a few number 5′s.
Number 10 is the best, always talking _about_ employees – but never _to_ the employees!
Thanks! It's funny, that's the one I come back to more often that any — get out there and talk to people!
Thanks! It's funny, that's the one I come back to more often that any — get out there and talk to people!
I AM SO DONE WITH MY HR CAREER…HOW'S THAT FOR BEST PRACTICE AND ENGAGEMENT? NO ONE REALLY RESPECTS THE POSITION ANYWAY.
Sorry to hear that, Mary. I used to work with a leader who said, “The sky's the limit, but this may not be your sky.” It's always good to know when to move on. Sorry it's under trying circumstances.
Frank,
Thanks for the insight. Numbers 6 & 7 really hit the point for me. However, having the ability to sit at the table is difficult if your company does not support HR. Additionally, it is HR's responsibility to prove they deserve a seat at the table by functioning strategically on a daily basis. Evaluations that accurately measure the impact an intervention had on the bottom line may be one way to do this. by thinking strategically, and proving your departments success is a great way at getting a reserved seat at the table.
Bolinske Consulting & Recruiting
Wow. Reminds me of this article.
Another great list! I agree with a lot of replies – number 10 is so important, also number 5. Sometimes it seems to me that in the journey to the table people are so focused on looking upward they forget what HR is about – the people they are responsible for taking care of.
Suzanne
Greetings from Sri Lanka
Fantastic set Frank. My addition – “when you know the accounting principles have changed and the balance sheet of the company shows HR as a liability – then its time to quit” !!
cheers
Niroshan Silva
Past President HR association.