The true purpose of human resources is to help organizations excel.
“It’s easier to ask forgiveness than to ask permission…especially from HR.” Sound familiar? Let’s face it. We are used to people in HR roles saying no all the time. At Clarity HR, our approach is different. We encourage small business owners, managers, and even employees to start with, “What if HR said YES?” Because in our opinion, the best HR professionals have their head and heart in the game, and the role of human resources is to help organizations excel and communities grow.
As many offices begin to reopen and new protocols fall into place, we ask you to consider three critical factors to success when working with HR: communication, collaboration, and compliance.
Communicate With “How and What” Not “Can and If.” At Clarity HR, we believe that questions are the foundation for learning and discerning; that is why we offer unlimited, immediate access to certified, expert advisors. When you begin a question with “Can we…,” that often immediately triggers a yes-or-no answer. Instead, say: “How could we…so that…” to open up a dialogue of infinite solutions. The frequently used “what if” is a perfect question for HR, and in most cases the answer will be, “It depends.” These little strategic shifts in how you communicate will improve the conversation, create a dialogue about solutions and result in the sharing of identifying resources, solutions, and tools to help reach goals.
Consider That HR Wants to Collaborate. At Clarity HR, we love being an extension of a company’s philosophy. It should be a major function of the human resources department in any organization. That is why we trust our clients to follow through and follow up with questions and work with us to assess, identify, and align HR best practices to achieve their goals.
When working with HR professionals, invite them to have a conversation about how you can work together to improve performance, streamline processes, and even establish expectations with employees. Consider investigating best practices, seeking out knowledge from other networks, or even bringing in fractional support. HR professionals’ training and education is extensive; lean on them, they want to collaborate and support you more than you may realize.
Clarify What Compliance Means. Companies that select a compliance audit of their organization via Clarity HR want a comprehensive, custom roadmap of recommended HR best practices. This allows them to reduce risks, streamline processes, and improve human capital management. However, when some HR professionals and leaders hear compliance audit, they get concerned. Therefore, if you are weighing the risks and rewards of an action at work, consider asking more about how to stay compliant or what procedures your company has in place to mitigate or reduce the risks, instead of just acting first and asking for forgiveness later. One of our most effective approaches is by using this framework, “We would like to [fill in the blank]. What compliance measures should we take to reduce our risks?”
Ultimately, our team at Clarity HR says yes to the most important roles of HR. We say yes to offering support to improve communication on HR matters. We say yes to collaborating with you and identifying solutions to resolve operational obstacles. We say yes to helping you identify and implement HR policies and procedures that improve compliance and productivity.
Another great read on HR: Reduce the Cost of HR
