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_outlineIn 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. Similarly, in grievance investigations, we may find ourselves instinctively seeking ways to defend the organization, rather than objectively examining the merits of the employee's concerns.
The root of this issue lies in the misguided notion that honesty and organizational loyalty are mutually exclusive. We feel a sense of obligation to "protect" the company, even when doing so requires us to be less than truthful. This mindset is reinforced by a lack of confidence in our own understanding of employment law and HR best practices, leading us to err on the side of caution and compromise our principles.
However, this approach is ultimately counterproductive. By engaging in dishonest practices, we not only undermine our credibility as HR professionals but also expose the organization to unnecessary legal and reputational risks. Moreover, this approach fails to address the core issues at hand, perpetuating problems rather than fostering meaningful solutions.
The solution lies in embracing a culture of transparency and accountability within HR. This begins with a deep understanding of employment law, grievance processes, and redundancy procedures. When we are confident in our knowledge and the legitimacy of our actions, we can approach these sensitive situations with a clear conscience, secure in the knowledge that upholding the rights and concerns of employees is not only the right thing to do but also the safest course of action for the organization.
By adopting this mindset, HR professionals can transform their role from passive "protectors" to proactive problem-solvers. Instead of seeking ways to deny or suppress employee grievances, we can use them as opportunities to identify and address underlying issues, collaborating with employees to find mutually beneficial solutions.
Similarly, in redundancy processes, we can shift away from the "fake" model and embrace a transparent, objective, and employee-centered approach. This not only demonstrates our commitment to fairness and compassion but also reduces the risk of drawn-out legal battles and costly settlements.
Ultimately, the path to greater honesty in HR begins with a shift in mindset. By recognizing that our role is not to blindly defend the organization at all costs, but rather to serve as impartial arbiters and strategic partners, we can unlock a new era of trust, collaboration, and meaningful impact within our organizations.
This is not an easy journey, as it requires us to confront our own biases and preconceptions. However, the rewards are immense – a strengthened reputation, deeper employee engagement, and the satisfaction of knowing that we are truly upholding the values we so proudly espouse.
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