Reactive HR: The Quick Fix That's Killing Your Company Culture
Natalie Lewis
Unconventional HR consultant for small businesses | Changing your perception of HR | People strategy & culture expert | Inspiring leadership growth | Thriving with ADHD superpowers
In my experience, there's nothing more damaging to a business than a reactive, fire-fighting approach to HR. Especially in these uncertain times, many companies have reverted to this ineffective style, scrambling to put out fires rather than preventing them in the first place. It’s a short-sighted strategy that’s doing them a monumental disservice.
The Allure of Reactive HR
Reactive HR might seem appealing at first glance. After all, it's about quick fixes, immediate actions, and addressing issues as they arise. It's about being in the moment, tackling that latest conflict, resolving that sudden resignation, or dealing with that unexpected dip in productivity. But this approach is akin to sticking plasters over a
wound that needs stitches. It's temporary, superficial, and ultimately, it doesn’t heal the underlying problems. When leaders are constantly putting out fires, they fail to see the bigger picture. They're so caught up in the urgency of now that they neglect the importance of building a sustainable, positive workplace culture. And in doing so, they create an environment where problems perpetuate, morale dips, and turnover skyrockets.?
The Proactive Approach: Building a Resilient Culture
On the flip side, proactively cultivating a strong workplace culture is the key to long-term success. This approach isn't about dealing with problems as they come up; it's about preventing those problems from arising in the first place. It's about investing in your people, fostering open communication, promoting a positive work environment,
and aligning everyone with the company’s values and mission. In times of uncertainty, this proactive approach becomes even more critical. Rather than retreating to reactive measures, businesses should double down on their cultural investments. A strong and stable culture provides a foundation of resilience, giving your team the support and motivation they need to weather any storm. When you prioritise culture, you’re not just solving problems; you’re preventing them. You’re creating a workplace where people feel valued, engaged, and motivated. This doesn’t just lead to happy employees; it
leads to increased productivity, better customer service, and ultimately, a stronger bottom line.?
Real-World Consequences of Reactive HR
Consider the current landscape. Many businesses are facing unprecedented challenges and uncertainty. It’s understandable why some might default to reactive HR, thinking they can’t afford to focus on culture right now. But this couldn’t be further from the truth. Companies that neglect their culture in tough times find themselves in
a vicious cycle of disengagement and turnover. Their employees feel unsupported and stressed, leading to decreased productivity and higher rates of absenteeism. In contrast, businesses that invest in their culture find that their teams are more adaptable, more loyal, and more productive, even in the face of uncertainty.?
My Call to Action
In my opinion, the choice is clear. Businesses must break free from the reactive HR trap. They must recognise that a strong, proactive approach to culture is not a luxury, but a necessity. It’s the bedrock of resilience and success in any business climate.
So, to all the leaders out there: stop putting out fires. Start building a culture that prevents those fires from starting in the first place. Invest in your people, your values, and your workplace environment. In these uncertain times, it’s the most certain path to a thriving, resilient business. Remember, a proactive culture isn’t just about avoiding problems. It’s about creating a workplace where everyone can thrive, even when the
world outside is unpredictable. Double down on your investment in culture, and watch your business not just survive, but flourish.
New Legislation Incoming...
Since the State Opening of Parliament yesterday, we’ve gained further insights into Labour’s proposed changes to employment law. Here’s a brief rundown of the key legislative changes that Labour aims to introduce:
Key Proposals
??Outlawing Zero-Hours Contracts: Labour intends to eliminate what they see are exploitative zero-hours contracts.
??Ending ‘Fire and Rehire’ Practices: The practice of firing employees only to rehire them on less favourable terms is set to be reformed, though not entirely banned.
??Day-One Employment Rights: Labour plans to introduce rights from day one of employment, including protection against unfair dismissal (subject to a probationary period), sick pay, and parental leave. This represents a significant shift from the current two-year qualifying period for unfair dismissal claims.
??Strengthening Collective Rights: Measures to bolster the collective voice of workers are on the agenda, potentially through stronger union rights and collective bargaining powers.
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??Single Enforcement Body: Labour proposes the creation of a Single Enforcement Body to ensure that employment rights are upheld across the board, simplifying the enforcement process and providing a clearer route for workers to seek redress.
??Flexible Working as a Default: Ensuring that flexible working options are available by default unless there is a strong business reason not to.
??Enhanced Redundancy Protections: Particularly focusing on enhancing protections for those on maternity leave, ensuring that new parents are not unfairly targeted for redundancy.
??Right to Disconnect: Introducing a right for employees to disconnect from work outside of their working hours.
??Worker Status Consultation: There will be consultations to clarify and potentially expand the definition of worker status, addressing ambiguities within gig economy workers and others in non-standard employment arrangements.
??Repealing Curbs on Unions: Labour intends to roll back some of the restrictions on union activities, aiming to strengthen the ability of unions to protect workers’ rights effectively.
Whilst these proposals are ambitious, it’s important to note that they are not set in stone and will require considerable legislative work and consultation.
As the specifics of each policy are fleshed out, we can expect further debates and potential modifications.
For you as employers, these changes signal a need to stay informed and prepared for adjustments in your employment practices. It’s advisable to keep abreast of these developments.
My aim is to help you navigate the evolving legal landscape effectively. Give me a shout if the idea of these changes is stressing you out!
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Natalie | Founder and Director, Dynamic HR Services Ltd.
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4 个月Thanks for this Natalie - I read this earlier, completely agree with you about being proactive, rather than reactive.
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4 个月Breaking the cycle of behaviour is difficult, especially if that same example permeates through other departments of a business too.
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4 个月Very readable and useful article, Natalie, I love the summary of the legislation at the end... An ounce of prevention beats a pound of cure... ...this thinking aphorism has popped up this week...over and over and over..