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In HR, Don't Say It Unless You Mean It
Aug 5
Here’s my HR hint of the day: Don’t say it unless you mean it and can back it up.
- Don’t say pay-for-performance if you really use the Peanutbutter Process.
- Don’t say teamwork and then allow gossip and backstabbing.
- Don’t say transparency and then only communicate to selected managers.
- Don’t say learning environment and confuse it with a few crappy training classes.
- Don’t say employee engagement when you really want compliance.
Which is all a long way around to saying that being mealy-mouthed in HR is about as bad as it can get. Check out that sign for “Success Center.” If you’re gonna say it, back it up.
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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This is good.
I’m sure there is enough real material out there so that we could have a neverending list:
-Don’t say “empower” when you really mean delegate with strings attached.
-Don’t say we have an “open door policy” when there are ramifications for the employees who dare enter the big boss’s office.
-Don’t say “we have values here” when employees who ignore them are promoted anyway.
Wow. This is too easy. There must be a lot of talking and not a lot of walking going on in the corporate world.
We in HR should set the standard for doing, not just saying.
#1 communication SNAFU that drives me up the wall is “we have an open door policy” when they DON’T.
Hi all,
I agree to the statements above and would also appreciate organisations across globe should understand and implement this.
Also they should implement the same and follow the principle of ” We do what we say, we say what we do.”
Thanks
Ankur
http://managehrnetwork.blogspot.com/