HR Foundations

HR is most effective when it extends beyond compliance and performance evaluations. I firmly believe that even these fundamental functions should be aligned with the goal of creating a workplace culture that people genuinely enjoy being a part of.

A lot of my clients reach out when they already have something in place, but have found that what they’re doing isn’t effective or needs improvement.

This is how I approach these core HR functions:

  1. Difficult employee conversations: Leaders often avoid these conversations for good reason, no one likes having them. However, they are necessary. I coach leaders through the process of finding the right words that will make the conversation comfortable so everyone gets the best outcome.
  2. Handbooks: Most handbooks are full of information, but they don’t communicate it well. An effective handbook is one that is designed to be a useful resource for the policies and benefits that will guide the employee’s behavior.
  3. Employee performance: Absences, missed deadlines, missed SOP. When it comes to problems in performance there are three main factors to consider: is it training, misunderstanding, or capability? We must respectfully find the root cause so we can know how to address it. When we approach performance issues from a human centric view, not just a task centric view, it creates a more positive experience and a better resolution.
  4. Recruiting: Finding good people is not about filling a position with someone who is capable, we must also look for fit with the culture. People who are a great cultural fit thrive when they join the firm and deliver their best.
  5. Job ad: What lets someone know this is the place they need to be working? A good ad should set the stage for the culture, not just the job description, so candidates can tell if they will be a good fit. A well crafted job ad attracts more quality candidates.
  6. Job descriptions: It’s not just a list of stuff you expect someone to do, it’s about the outcomes and what you need them to achieve. Employees who know how performance will be measured are more likely to meet those expectations.
  7. Job alignment: Does the employee understand the job the same way the employer understands the job? Do their strengths align with the role/expectations? When everyone is on the same page, expectations will be met and employees are more successful in their role.
  8. Employee relations issues: Accommodations, Leave of absence. We need to be fair and consistent when we meet employee needs. The right policies and practices help you stay above legal exposure.