The Day I Was Forced To Fire My HR Staff…And What I Learned About Dealing With Change!

by Alan Collins

Years ago, I was forced to downsize my HR team by 10%.

This meant firing six talented folks that I had worked with for years.

Their performance results were terrific.

I knew their families.

I had bonded with them personally.

We had enjoyed lots of great times together.

So this was going to be tough.

I hated it and didn’t want to do it.

And I pushed back hard on the decision.

The result was I got smacked down equally as hard!

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What’s Your Biggest HR Career Mistake? Here’s Mine.

by Alan Collins

Brutally honest question time.

In the spirit of openness and candor, here’s mine.

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HR Director Fired After “Good” Performance Review — And How To Keep This From Happening To You!

by Alan Collins

Last year, a senior HR director friend was fired after her year-end performance review. 

What was especially brutal was her boss’ overall evaluation of her performance.

She had been rated a “3” on her company’s 5-point scale, which was “good.”

And she was further informed that her performance was “solid” and that everything was okay.

Knowing that, she signed off on the review.

So, she was blindsided beyond belief when she was called back in a few weeks later…and fired! 

Candidly, she knew her performance wasn’t stellar.

But she was devastated by this news and clearly didn’t think she’d get whacked.

Matters became worse when she was told by her boss that, after discussing the company’s financial troubles with the higher-ups, THEY (not he) decided to eliminate her job.

They agreed she was doing a good job.  But they didn’t feel that SHE — as well as THE JOB she was in — was adding enough value to the business.

Read that last sentence again.

Good performance wasn’t enough.

It wasn’t a performance issue.

It was just time to whack her job.

And her.

Her manager blamed the decision on his bosses.

Yeah, right…

What a spineless, freakin’ wimp!

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5 Priceless Words of Career Wisdom for HR Leaders

by Alan Collins

Two months ago, one of my Linkedin connections messaged me this. 

I’ve gone from being an HR VP to being unemployed.

I hated what I was doing, and my boss treated me like dirt.

Every morning I’d wake up burned out and dreaded going to work.

Now that I’m in the job market, I realize that I might have to take two steps back on the org chart.

My job search has delivered many rejections based on:
-having too much experience.
-having too much salary.
-being geographically limited.

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HR Jargon, Psychobabble & Buzzwords — Isn’t It Time For You To Cut The Crap?

by Alan Collins

Cutting the HR jargon, psychobabble and buzzwords will make you much more effective as an HR leader.

I’m convinced of it.

It’ll do the same for the members of your HR team as well.

I confess despising certain words in our profession.

As examples, here are my favorite HR words to hate:

Strategic business partner
Organization effectiveness
Intellectual capital
Rightsizing,
Downsizing
Onboarding
Attrition
Competencies
Bandwidth
Leverage
Interface

And my all-time favorite…

Being strategic!
(yes, that strategic word again,)

What ever happened to speaking plainly in HR?  That is, saying things so your grandmother or a 12-year old can understand them.  

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HR Leaders: One Proven Way To Drive Great HR People From Your Organization.

by Alan Collins

We’re living in the era of “The Great Opportunity.”

As such, conversations like these are happening in organizations everywhere…

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5 Things I’ve Stolen From HR People Smarter Than Me In The Last 2 Years.

Take them, adapt them and apply them to your life

By Alan Collins

The last two years of the pandemic has been horrible, but I’ve learned a lot that I’d like to share with you.

As we recover, I’ve never ceased to be amazed that practically every person I’ve talked to in HR is better than me at something.

If you’re like me, you’ve discovered that:

Someone is better than you at selecting terrific job candidates.

Someone is better than you at giving great HR presentations.

Someone is better informed than you on HR metrics and analytics.

Someone is better than you at dealing with tough personalities.

There are better leaders, listeners, relationship builders, conflict diffusers, influencers, mentors and employee grievance handlers.

What do you do when you encounter this?

It’s simple.

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