Do you have strategies for persuading a skeptical manager about HR policies? Dive in and share your approach.
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Interesting challenge! When a manager is resistant to HR policies, I find that it's often about bridging the gap between compliance and business objectives. I like to approach the conversation by highlighting how these policies not only protect the company but also enhance employee engagement and productivity, leading to better business outcomes. Tailoring the message to focus on how HR initiatives align with their goals can make the discussion more impactful. Collaboration between HR and management is essential for creating a thriving, compliant, and motivated workplace.
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It's important to approach the situation in a way to make them understand how Policies support overall Business Objectives. How policies mitigates legal and compliance liabilities. If possible , show data that support the effectiveness of HR policies. In fact ,HR can have open communication about how we can adapt HR policies to better fit their team’s needs without compromising key standards.
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HR policies came for the betterment of the company and employees. And to create a standard process across the organisation. If a manager is resistant to it, we must ask why. Because someone on a manager level must have good reason. But if he’s resistant because the HR policies seems outdated and basic, he must present ideas to make it applicable to newer standards. Resisting HR policies can also mean trying to sneak the way up the corporate ladder or hide from others as they might be on the wrong side of work. Countless possibilities. One MUST understand the root cause
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Algo que he aprendido es que cualquier mejora que queramos implementar debe estar respaldada por una presentación sólida de datos (pasados, actuales y objetivos), así como una evaluación de ventajas y los posibles inconvenientes. Por ejemplo, al dise?ar un plan estratégico para reducir el absentismo, es esencial analizar las horas y costos de ausencias del a?o anterior y actual, junto con el costo de la productividad perdida. Si se propone un incentivo anual para reducir el absentismo, hay que comparar el costo de este incentivo con el ahorro generado en caso de eliminar el absentismo. Con esta metodología, basamos nuestro proyecto en datos económicos concretos.
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Infelizmente n?o é algo incomum de encontrarmos gestores que sejam resistentes às políticas de RH, desta forma, acredito que existem uma maneira simples de diminuir estas resistências quando da implanta??o destas políticas: 1- Inclua os gestores no desenvolvimento das políticas de RH, desta forma os mesmos ter?o o sentimento de pertencimento e como diz a Carolyn Taylor em Walking the talk: "SER Parte, Fazer Parte e Ter Parte, pois o SER que representa o que a pessoa é determina o que ela FAZ, que, por sua vez, determina o resultado que TEM." por isso é importante que os gestores participem juntos da constru??o destas políticas. Com essa prática participativa, ficará muito mais prático conseguir os resultados esperados.