While HR generalists are invaluable for their broad knowledge and ability to handle a variety of tasks, relying solely on them has numerous downsides.
- Overwhelmed and Overworked: The sheer volume of responsibilities can overwhelm a single HR professional, leading to burnout and decreased productivity. For instance, an HR generalist tasked with managing recruitment during a period of rapid company growth may neglect other critical areas such as compliance and employee development.
- Jack of All Trades, Master of None: While generalists are knowledgeable in various areas, they may lack the depth of expertise needed for complex issues. For example, navigating the intricacies of healthcare reform requires specialized knowledge that a generalist may not possess, potentially leading to costly compliance errors.
- Reactive Rather Than Proactive: A single HR professional may spend most of their time putting out fires rather than proactively addressing issues. This reactive approach can hinder strategic initiatives such as improving company culture or developing talent pipelines.
- Limited Capacity for Strategic Planning: Strategic HR planning is essential for aligning HR practices with business goals. However, an overburdened HR generalist may lack the time and resources to engage in strategic planning, resulting in missed opportunities for growth and development. This further perpetuates the ‘HR as cost-center’ mentality.
So what do you do about it?
To drive tangible business outcomes and enhance the efficiency of an HR team of one without burnout, businesses should consider the following strategies:
- Invest in Professional Development: Providing opportunities for professional development helps HR generalists stay updated on the latest HR trends and best practices. This investment enhances their skills, leading to better decision-making and improved HR processes, which directly contribute to business success.
- Create Quarterback-Style Management Skills: Developing strong leadership and strategic thinking skills in your HR generalist can transform them into a 'quarterback' for the HR function. This means equipping them to make high-level decisions, coordinate effectively across departments, and lead initiatives that drive organizational success.
- Define Success with Efficacy vs. Workload: Shift the focus from the volume of tasks completed to the effectiveness and impact of those tasks. By setting clear, outcome-based performance metrics, you can ensure that your HR generalist is not just busy, but productive and aligned with business goals. This approach promotes smarter work practices and prioritizes initiatives that deliver the greatest value to the organization.
- Regularly Review and Adjust Workload: Regularly reviewing and adjusting the HR generalist's workload ensures they are focused on high-priority tasks. Redistributing responsibilities or hiring additional support as needed helps maintain optimal productivity and prevents critical tasks from being overlooked.
- Create a Budget for Outsourced HR Support: Allocating funds for fractional or outsourced HR services provides access to specialized expertise and additional resources when needed. This investment not only prevents burnout but also enhances the overall effectiveness of the HR function, leading to better compliance, improved employee relations, and more strategic HR initiatives that drive business growth.
We'll dive deeper into leveraging external support next week. Until then, stay strong HR HeRos!
