Creativity, stories and surprises – why I dig HR!

People ask me why I like working in HR. They seem to think my days are spent listening to complaints and disciplining people – which is actually a very small part of my role (maybe I’m the exception not the rule?). So I thought for a bit of Monday happiness I’d share my favourite parts of working in HR.

#1. Creating weird names for things.
I reflect fondly on the many times my HR counterparts and I sat around brainstorming the name of the next performance appraisal, what theme the next quarter should have or how we could inject the fun into policies. It’s like unleashing your inner Advertising Guru, only you are not a guru you just hope that some random catchy genius will find you.

#2. I get inspired by cool people
Some humans are just god-damn amazeballs. Some of my highlights include: watching people complete qualifications for the first time; seeing coaching in action; getting to know team members with big ambitions; and witty rhetoric with employees who really live the vision, mission and values. I tip my hat to all of you.

#3. I’m continually surprised 
Whether it be people sharing their funny anecdotes with me, or making epic work faux-pas, the laughs never stop when you are in the know when it comes to people’s lives – such a privilege.

#4. I am get great pleasure and amusement out of HR stereotypes
I adore the way HR is portrayed in mainstream media, it’s glorious! The first time I saw Archer and was introduced to the character of Pam I laughed myself silly. I enjoy a good joke about HR and most of all I enjoy smashing the stereotype.

Happy Monday!

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Humanity, Culture and Performance Reviews

Performance reviews spark fear in the hearts of managers and employees everywhere. You know you are going to have to sit down with your manager, justify your performance, possibly get a reality check and hear some tough feedback. All accross a boardroom table, fully documented and ready to submit to HR. Then if you don’t improve we are going to use that document to support the performance management process, right through to termination. No pressure people – Performance Reviews are supposed to be fun.

I believe that people working together in communities who share common goals are naturally cooperative and collaborative.

We want to to help each other to support enduring success. Naturally collaborative and cooperative people are always receiving feedback and training, the group calls out bad behaviour and the team develops. Think about a team that you know that works really well together, could be a sports team or a family setting. Do they need a performance review to keep them on track. No, no they don’t.

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Perhaps the reason we dislike performance reviews as we know them is because they actually grind against the core of how we want to operate.

We want to be open and honest, receive feedback in the moment and not feel we need to defend ourselves on paper. We just want to do our jobs, receive feedback and contribute. Performance reviews often symbolise a one time a year feedback session fraught with frustration and headaches for everyone involved. Despite the various attempts to rename it as a performance discussion or one-to-one they are what they are. The manager providing feedback disguised under the veil of a two-way-dialogue.

Performance reviews are personal. Sadly there are lots of managers who don’t connect with their team. If your team doesn’t respect you they certainly don’t care for your feedback. They are most likely job hunting as we speak. We have all been there, working for a manager we don’t trust and couldn’t really give a toss about. Yet they are entrusted to give performance enhancing feedback. Seriously. Just. No.

I don’t have the answers about how to improve this dismal situation and neither do the 1000000000 other HR articles on the internet so it seems.

I do think however that the secret to the Performance Review is closely tied to how and who we recruit and the culture we develop. For some reason, I think if you can truly nail recruitment and you have the right people in the right roles at the right time, trained to do the job they are in.. and they enjoy their work – Performance Reviews will just happen and they will be a natural part of coaching and mentorship.

Right now the situation for many is a performance review system to satisfy performance management needs. Not a process born from a great culture.