Internal not External
The HR Fix
In this episode of The HR Fix, the host Jude Fiddler discusses the importance of handling employee issues internally before they escalate to external legal proceedings. She emphasizes that as HR professionals, we have far more control over internal processes like disciplinary hearings, grievances, and dismissals. Once a matter goes external to tribunals or solicitors, we lose that control and ability to shape the narrative. The host explains that internal processes allow for confidentiality and give the employer the power to dictate the procedures. This stands in contrast to external...
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Fixing HR's Bad Reputation
The HR Fix
In this thought-provoking episode of the HR Fix podcast, host Jude Fiddler tackles a critical issue facing the HR field - the profession's poor reputation. Fidler argues that HR practitioners are grappling with a widespread negative perception, one that is actively deterring talented individuals from joining the industry. What's more, Fidler contends that much of this negativity is in fact justified, reflecting real shortcomings in how HR professionals operate. At the core of the problem, Fiddler suggests, is a fundamental misalignment between how HR views its own role and mandate...
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HR Language
The HR Fix
In this insightful episode of the HR Fix podcast, host Jude Fiddler tackles a critical, yet often overlooked, aspect of the HR profession - the power and importance of language. Fidler argues that the words HR practitioners choose, both in written and verbal communication, can profoundly impact their ability to effectively convey messages, build rapport, and ultimately drive positive outcomes. Fiddler begins by emphasizing that language is the primary tool at an HR professional's disposal. Whether delivering difficult news, explaining policies, or attempting to resolve conflicts, the...
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Beyond the HR Curtain
The HR Fix
As HR professionals, we often find ourselves struggling with a troubling phenomenon - the HR front. This is the tendency to present a facade, a persona that is vastly different from our true selves, when interacting with employees and managing HR-related processes. The HR front manifests in various ways. We may engage in perfectly pleasant conversations with HR colleagues, only to adopt a completely different attitude and approach when it comes to actual casework. Our language becomes convoluted, our manner confrontational or passive-aggressive, even when the situation does not warrant...
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HR is Not Hard
The HR Fix
In this episode, the host Jude Fiddler makes a compelling case that HR is not inherently complex or difficult, as many HR professionals seem to believe. Fidler argues that the core principles of successful HR practice boil down to three key elements: common sense, the right mindset, and the ability to build rapport. Fiddler draws parallels between learning HR and mastering other skills, like learning a new language or playing a musical instrument. At first, these endeavors may seem daunting, full of rules, exceptions, and embarrassing missteps. But Fidler asserts that with dedication...
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Honesty in HR
The HR Fix
In the world of human resources, honesty is often touted as a core value, yet the reality can be quite different. As HR professionals, we frequently find ourselves caught in a web of perceived expectations and unspoken rules that compromise our ability to be truly transparent and accountable. This tension is particularly evident in critical HR processes such as redundancy and grievance handling. Far too often, we engage in what has been dubbed "fake redundancies" – a practice where the outcome is predetermined, and the process is engineered to justify a pre-selected decision....
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HR Recruitment Model Theory
The HR Fix
As HR professionals, we are often highly skilled at navigating the complexities of the recruitment process. We leverage a diverse toolkit of assessment methods, from practical exercises to psychometric testing, to ensure we identify the best-fit candidate for each unique role. This creative, customized approach stands in stark contrast to how we often handle other core HR responsibilities, such as disciplinary matters, capability management, and redundancies. Too frequently, we find ourselves falling into the trap of "processor HR" - rigidly adhering to standardized templates and...
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The Perils of 'Long Term Sick Limbo' - How HR Missteps Can Lead to Massive Liabilities
The HR Fix
Judith Fiddler opens this episode by delving into a perplexing HR challenge she calls "long-term sick limbo." This refers to situations where an employee has been out on extended sick leave, often for work-related stress, and the employer reaches a point where they feel they can no longer accommodate the prolonged absence. However, the employee is reluctant to return, fearing the underlying issues that led to their sickness have not been resolved. Fiddler explains that this standoff frequently occurs when employers fail to proactively engage with the employee during their leave. Rather...
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Victim v Accountability
The HR Fix
The HR Fix Podcast with Judith delves into a crucial distinction that separates great HR professionals from those who struggle - the difference between a victim mindset and a mindset of accountability. As Judith explains, the most successful HR leaders are those who take ownership of problems and actively seek solutions, rather than falling into the trap of blaming external factors. Judith illustrates this divide by describing the common phone calls her team receives. Those who approach issues with an accountable, problem-solving attitude are easily identifiable as the HR pros likely to...
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Understanding Employers
The HR Fix
In this episode, Jude Fiddler discusses the challenge of unsupportive management interfering with the ability to practice HR effectively. She explores understanding reluctance toward the profession from an employer's point of view as focusing on business goals rather than compliance. Specific strategies are offered such as focusing communications solely on cost and risk factors rather than processes. Presenting options to indecisive managers is suggested to avoid directly instructing busy leaders. Tailoring the approach to each organization's culture and leadership styles is...
info_outlineAs HR professionals, we are often highly skilled at navigating the complexities of the recruitment process. We leverage a diverse toolkit of assessment methods, from practical exercises to psychometric testing, to ensure we identify the best-fit candidate for each unique role. This creative, customized approach stands in stark contrast to how we often handle other core HR responsibilities, such as disciplinary matters, capability management, and redundancies.
Too frequently, we find ourselves falling into the trap of "processor HR" - rigidly adhering to standardized templates and checklists, rather than crafting bespoke solutions tailored to the specific needs of each case. This fixed mindset can be comfortable and safe, as it allows us to hide behind the perceived objectivity of a predefined process. However, it also robs us of the opportunity to truly add value and reduce risk for our organizations.
In contrast, the recruitment model exemplifies a growth mindset - one that embraces creativity, strategic problem-solving, and a laser-focus on achieving the desired outcome. When sourcing and evaluating candidates, we instinctively recognize that no two roles, nor any two individuals, are exactly alike. As such, we invest time and effort into designing custom assessment approaches that enable us to accurately gauge a candidate's suitability.
Consider the hotel chain that challenges prospective conference center staff to replicate the setup of an existing room. This practical, hands-on test provides far greater insight into the candidate's skills, temperament, and problem-solving abilities than a standard interview. Or the sales company that assesses a candidate's rapport-building and resilience by having them engage with strangers over coffee. These innovative assessment methods exemplify the kind of outside-the-box thinking that should be applied across all areas of HR.
So why do we so often fail to adopt this same mindset when addressing disciplinary issues, capability concerns, or redundancy scenarios? Shouldn't we be equally committed to crafting tailored solutions that not only meet the organization's needs, but also ensure fair and transparent processes for our employees?
By mirroring the recruitment model, we can transform our approach to these critical HR challenges. Rather than defaulting to standardized checklists and template letters, we should be meticulously documenting the specific business grounds, evidence, and desired outcomes. Furthermore, we should be actively involving the employee in this journey, ensuring they understand the concerns, have ample opportunity to defend themselves, and receive the support and guidance they need to either improve their performance or transition out of the organization.
This bespoke, strategic HR approach not only reduces legal risk and financial liabilities, but it also demonstrates our value as trusted advisors and problem-solvers. It allows us to move beyond the confines of "processor HR" and embrace a growth mindset that is responsive to the unique needs of each situation. In doing so, we can elevate the perception of HR within the organization, while also fostering a more transparent, compassionate, and effective people management culture.
The skills and creativity we so readily apply to recruitment are equally invaluable in addressing the full spectrum of HR challenges. By embracing this mindset shift, we can unlock new levels of strategic impact, remove the need for drawn-out appeals and tribunals, and truly position ourselves as catalysts for positive change within our organizations.
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