In HR, Don’t Say It Unless You Mean It
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.
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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/
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