You may not know it, but you are probably making some very common human resources mistakes, according to Fulcrum HR Consulting CEO and human resources expert Kelly Kubicek.
“You probably blow it off and don’t think it’s a big deal, but human resources (HR) mistakes can cost you time, money, and your reputation,” said Kubicek. “This isn’t just directed at small businesses either! Companies of all sizes — from global corporations to mom-and-pop outfits — are prone to these potentially critical faults. Mitigate or litigate.”
Kubicek is considered a thought leader and an executive with a fresh approach to HR. Her human-first, performance focused, approach has made her in demand by companies around the country that are looking to lead with more awareness, inclusivity, and empathy than HR departments of years past.
The CEO knows that top talent is savvy and in demand. So if the HR department at their current company isn’t up to snuff, they can expect to see their best workers walk away for better positions and treatment.
Whether it’s making sure that staff feel appreciated for long hours, or feel that they can approach their HR department with any sort of issue, it’s essential that these departments follow the rules they set out for themselves and avoid a host of common mistakes.
“Employees usually quit their jobs because they are unhappy with their work or their work relationships,” she said. “This includes issues with their HR departments that might be related to inadequate training, not following their own rules, or feeling like they were rushed through the hiring process.”
Here are the top four common mistakes for HR departments to be aware of and avoid.
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Rushing Through the Hiring Process
When a company has an immediate need for an essential new hire — such as a Marketing Director or Strategy VP — the HR department can feel pressure from the relevant departments and rush to get someone in the position quickly — even if it may not be the ideal person.
“It’s much more common than you might think, and, let’s be real, it’s a bandaid on a problem, not a solution,” stated Kubicek. “Rushed hiring just costs the company more time and money down the line when they need to replace that person that was not vetted thoroughly enough.”
Though it’s tempting to accelerate the hiring process and skip seemingly less critical steps, it’s a big no-no. In doing so, you put your company at risk of hiring the wrong person for the job while simultaneously missing out on other top talent. So, resist the urge to rush a new hire.
Not Keeping an Updated Employee Handbook
An employee handbook has been the butt of many company jokes and team punchlines, but they are actually extremely important — and valuable when used correctly — tools. Think of them as essential mechanisms for establishing rules, guidelines, and parameters.
There are two significant, common issues related to employee handbooks. Companies either don’t have one, or they don’t update it, making it a virtual dinosaur filled with references to technology and initiatives that have long been done away with.
“For some companies, having an employee handbook is a perennial ‘to do’ that constantly falls to the bottom of the priority list,” she said. “That’s unfortunate because not only should you have an employee handbook, but you also should update along with your company’s code of conduct, regularly, as the landscape of your business and industry evolves.”
Providing Inadequate Training
In the same way you might want to rush the hiring process, it’s equally easy to fail to provide the necessary training for your new hire to succeed within your company. This is similarly dangerous and sets up the company and the new hire for failure. After all, who can do a high-level job they weren’t well trained to do?
This pitfall is especially common in small businesses with plenty to do, and new employees are expected to contribute from their first day.
To avoid this, make a conscious effort to offer all new employees sufficient tools, resources, and support. Ask them what’s clear and what needs clarification. Then, periodically, ask them how it’s going and what might make them perform their role even better.
Being Lax on Compliance Issues
From violating wage standards to EEOC claims or even failing to document an employee termination, HR is full of complex issues that you may simply not know enough about.
To avoid these types of pitfalls, be sure to ensure that all legal, internal, and external issues are fully understood and dealt with, never moved to a back burner.
Fixing issues like this is precisely what Kubicek and her team do for satisfied companies across the country. Whether you’re fixing ongoing issues or starting an HR department from scratch, experts like those at Fulcrum HR Consulting can get you up and running in no time.
About Kelly Kubicek
Kelly Kubicek, CEO of Fulcrum HR Consulting, is on a mission to make HR more transparent. Fulcrum HR Consulting boasts vast HR experience, including accomplishments such as consolidating the entirety of over 9000 Nebraska state employees in one system in under 12 months and extensive work in Human Capital efforts. To discover how to uplevel your HR Process visit www.fulcrumhrconsulting.com