1. Align yourself too closely with one person or group. For example, having lunch with the same manager every day can generate distrust.
2. Answer questions without the facts. It plays into preconceived notions about HR’s lack of business acumen. It’s better to say “Let me get back to you on that” than to fake it.
3. Make decisions based on others’ emotions. Say a manager and his boss are angry over an employee’s behavior and demand immediate discipline.
“It can be a mistake to let their emotions influence your action,”
Instead, investigate thoroughly and be fair, or you lose credibility with staff.
4. Remain silent at critical times. “HR should be active participants,” says Dani Johnson, project manager of the HRCS. “Speak out when you have opinions and don’t be a silent note taker at meetings with managers and executives.”
5. Fail to initiate any big-picture HR projects. Don’t be afraid to take calculated risks that can impress management, such as projects that directly benefit the bottom line.
6. Show a lack of business knowledge. If the financial side isn’t your strong suit, take a course so you can discuss balance sheets and budgets.
7. Show a lack of legal knowledge. Your boss—not to mention a jury—will expect you to know state and federal employment laws inside and out.
8. Share confidential and personal information. “It’s one of the fastest ways you can lose credibility,”
To avoid tripping over your tongue ...
1. Never overreact. When something upsets you, don’t rush to exclaim, “That’s crazy!” You insult others or lead them to doubt your maturity.
2. Be discreet. Stop yourself before you reveal someone’s personal info or discuss delicate information. Before talking about people behind their backs, imagine they are present. Say only what you would to their faces.
3. Don’t speculate. If asked for your opinion, prepare to back it up with evidence. Don’t say more than you know.
From India, Madras
2. Answer questions without the facts. It plays into preconceived notions about HR’s lack of business acumen. It’s better to say “Let me get back to you on that” than to fake it.
3. Make decisions based on others’ emotions. Say a manager and his boss are angry over an employee’s behavior and demand immediate discipline.
“It can be a mistake to let their emotions influence your action,”
Instead, investigate thoroughly and be fair, or you lose credibility with staff.
4. Remain silent at critical times. “HR should be active participants,” says Dani Johnson, project manager of the HRCS. “Speak out when you have opinions and don’t be a silent note taker at meetings with managers and executives.”
5. Fail to initiate any big-picture HR projects. Don’t be afraid to take calculated risks that can impress management, such as projects that directly benefit the bottom line.
6. Show a lack of business knowledge. If the financial side isn’t your strong suit, take a course so you can discuss balance sheets and budgets.
7. Show a lack of legal knowledge. Your boss—not to mention a jury—will expect you to know state and federal employment laws inside and out.
8. Share confidential and personal information. “It’s one of the fastest ways you can lose credibility,”
To avoid tripping over your tongue ...
1. Never overreact. When something upsets you, don’t rush to exclaim, “That’s crazy!” You insult others or lead them to doubt your maturity.
2. Be discreet. Stop yourself before you reveal someone’s personal info or discuss delicate information. Before talking about people behind their backs, imagine they are present. Say only what you would to their faces.
3. Don’t speculate. If asked for your opinion, prepare to back it up with evidence. Don’t say more than you know.
From India, Madras
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
+1 Other
Excellent posting....:icon1:specially point no. 3. it’s so true that many a time we do the injustice just to coninue the good relation we share with other managers......
From United Arab Emirates, Dubai
3From United Arab Emirates, Dubai
A good one posted. It is very nice and informative and diplomatic. It may be appropriate if some thing is added to this tricks as to what is the reaction of others and third parties in an HR team when HR manager adopted these tricks. He should also know the feed back from others to adopt his tricks in true spirit, so that he will be in a satisfactory position in his dealings with others.
Suri Babu Komakula
From India, Vijayawada
Suri Babu Komakula
From India, Vijayawada
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