One of my pet peeves is when we HR pros hide behind our mothers’ skirts and we’re seen as administrators, guardians, hall monitors, pencil pushers, police. Colleagues would take us much more seriously–and, heck, like us more–if we would grow some cojones and act boldly based on our skill, knowledge, values and principles, rather than falling back on policies, procedures and regulations..
My business twist to Occam’s Razor is the theory that when trying to solve a business problem or make a deal the simplest, most elegant answer is likely the best one. It’s my roots that makes the fact that I run an international business with my husband completely non-shocking. I just look at my grandparents and so many other relatives who feed the world as husband and wife teams owning and running farms. No one is shocked that a farm wife works with her husband!
So often, when people vent their frustration about the boss, or the C-suite, I hear about how hard they work, how much they give, and how much they do not feel they are appreciated by those they work for. The gender factor accentuates it further because research confirms the male and female brains process what was said in emotionally different ways. If you want to deal with it, read on.
As an HR professional, I understand that there needs to be certain rules and guidelines in place; rules to ensure a safe, legal, and productive environment for our employees. But when we spend too much time focused on those rules and who might break them, we lose sight of what our true purpose should be: providing the support to perpetuate the success of our organizations through our people.
You can be authentic and sincere and succeed at office politics. Office politics won’t go away just because you ignore them. Just change the name of the game so you can win – or at least have more fun trying!
Successful companies need problem solvers. Problem solvers need challenges they have a chance of successfully overcoming, not ones that are doomed from the start.
When we take time to find the pain points of discussions and consider options to work towards an agreeable solution, we have an immediate progression in our relationships. Don’t we owe it to each other to listen and be heard with clarity?
When the management doesn’t care, you can sense the difference in the company when you walk through the door. I have worked for companies where the employees felt no more important than the pawn in a chess game. They knew it, their managers knew it, and the company knew it. If you really do value your employees – great! But how is this reflected in your workforce?