Leaders are Firing, Keeping, and Letting Go the Wrong HR People
????♀? Szilvia Olah
Fractional Talent Management Senior Executive | Employee Experience Design | Organisational Psychologist | Two Published Books
The good ones are gone!
The conversations I am having about and with HR are just mindblowing. Here are a few.
CEO:?My HR is a disaster. She ruined everything. Look at my company's reputation. She has been here for 3 years, but I should have fired her on day 2. I need somebody to come and fix things.?
My question is; Who allowed that HR to be there for 3 years? You!
COO: Nobody likes HR here. My employees don’t like to go to them, they are somewhat hostile to my people, the processes don’t exist and the whole thing is just a very old-fashioned system. HR is disliked and doesn’t support a business.
My question is; Who allowed that HR to be there for 17 years? You!
Head of HR: I got fired because I fired the person who sexually harassed a co-worker unfortunately he was the friend of the boss.
My question is; Priorities?
CHRO:?I left because I wanted to make the necessary changes, i.e., allow people to take holidays, don’t work 12 hours a day, act on what the engagement surveys were saying, and change the performance management structure to allow performance improvement instead of just going through the process. I conveyed the voice of my employees to the CEO, who didn’t like the critique. I got fired because apparently, I am not a business partner and I wanted to follow the labour law.
My question is; Why do you hire a senior person when you just want a puppet?
HR Director: I left because the CEO didn’t allow me to change anything and I could only do what he said or approved in HR.
My question is; CEO person, what made you an HR expert?
Head of HR: I raised a series of issues with my CEO regarding unfair pay structure, hiring process, and bonuses but I was dismissed. I am not even involved in salary increases. I am looking for another job.
My question is; CEO person, are we serving the/your community or the organisation?
Read on here..... it's worth it!
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18 小时前It would be interesting to have followed these hypothetical (but very relevant) cases to their conclusion to see how much compensation these folks were awarded for the obviously unfair and constructive dismissals. Figures that would have driven home to those management people where part of the value in HR lies! (Disclaimer - my remark does not apply to the USA where you'll be canned instantly on a management whim).
I guide Business Owners and CEOs to Achieve Organizational Excellence Through Strategic Transformation | Unlock full potential of you business now! | Message me to learn how.
20 小时前I've been always repeating: the health of organization largely depend on 2 key figures: CEO and HR head. There are various combinations possible: 1. CEO with strong leadership and strategic HR. Ideal case, working for the best of the organizational thrive. 2. Strong people-focused CEO and weak HR. Chances are the CEO will pull up the HR head, or bring one who corresponds to the organization needs. 3. Weak CEO and strong HR. Some opportunity that strong HR can influence CEO through coaching and sharing the strategic importance of people-centric approach. If failing - likely weak HR comes and all moves into the 4. 4. Weak CEO and weak HR. Poor chances anyone of those will get to an idea how to unleash organization's potential. Perfectly fitting each other, they will be on the way of building toxic bureaucratic environment, with doubtful chances to show outstanding results.
VP/Director of Human Resources
23 小时前Allow us to do what we do best.
HR Business Partner | Strategic Partner Passionate about Empowering Teams, Driving Talent Growth & Organizational Success | SHRM-CP, SPHRi, GMS-T, MBA-HR
1 天前This post packs a punch!? Love it. Hire right, set expectations, and let them work. Otherwise, it’s like blaming the map when you didn’t bother to look at it.