HR Leaders: Are Your Treating Your Good People Like Criminals? If So, Watch Out.

by Alan Collins

A friend just quit his job as Director – HR Operations.

And was treated “like a criminal.”

When he handed his boss his two-week notice, this occurred one hour later:

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HR Leaders: Why You Can’t Find Great HR People To Hire — And What To Do About It.

by Alan Collins

An HR leader recently questioned a well-known executive recruiter:

“Why can’t we find great HR people to hire?”

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How HR’s Most Misunderstood Buzzword Can Jack Up Your Income & Promotability

By Alan Collins

There are lots of buzzwords in HR.

“HR business partner.”
“A seat at the table.”
“Go-to person”

You know the list.

But in my humble opinion, “ADDING VALUE” is the most misunderstood one of all.

Why? Because unlike the others, there are a thousand different interpretations of it.

To illustrate, I’m sure you’ve heard your boss say:

“Jill, you need to add more value to the team.”

“Jamal, that new talent acquisition program has really added value.”

“Morgan, the Marketing group would like to see HR add more value.

These statements are tossed around in HR as much as footballs thrown by Tom Brady.

Yet, I’d bet you dinner at the best restaurant in Chicago that you couldn’t get five HR people in a room to agree on what they REALLY mean.

Nevertheless, “adding value” is an important concept.  

In fact, I’ll go so far as to say that if you earn a reputation as someone who can truly can add MORE value…

You’ll make MORE money and
ENHANCE your promotability,

as long as you’re in HR.

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A Short, Open Letter To All Abusive & Toxic HR Leaders

From: Alan Collins

To: All abusive and toxic HR leaders

Hello! Time is running out on your career.

-You are treating people like dirt.
-You bully and shame.
-You exclude, divide and disrespect others.
-You throw people under the bus when blamed.
-You engage in corrosive office politics.
-You regularly steal credit for other’s ideas.

Excuse me for being so blunt, but consider this a heads up.

Right now, the organization may be applauding the great HR results you’re getting.

Right now, some higher ups may not even be aware of your behavior.

Right now, there are some key leaders that DO know, but they’re hesitant to confront you and are choosing to look the other way.

That’s right now.

*     *     *

However, things can go south in a heartbeat.

Today, as we emerge from the pandemic, patience is in short supply and tempers flare easily. People will NOT put up with your crap for long, without lashing out in your direction.

Some will do it overtly. Others will do it covertly and quietly behind the scenes.

So don’t be surprised to hear that you’ve been named prominently in:

-Anonymous letters to your boss.
-Negative office rumors.
-Harassment complaints.
-Unexpected resignations.
-Lawsuits and litigation.

These kinds of distractions and potential risks to the business will not be tolerated by those same higher ups, who may be singing your praises now.

Worse yet, if this reaches the news media, it will soon be lights out for you.

No organization wants this kind of embarassing publicity that can sabatoge their brand.

Frankly, should any of this happen:

-Your HR track record won’t matter.
-Your HR credentials and certifications won’t matter.
-Your ability to sell HR ideas won’t matter.
-Your self-confidence won’t matter.
-Your great presentation skills won’t matter either.

You will be soon be forced to seek opportunities elsewhere.

Why? Because at some point, how you continue to treat people trumps what you’ve accomplish.

So consider this just a warning.

*     *     *

Now, allow me to be helpful.

Here are a couple of suggestions:

#1: Clean up your act.
#2: Clear out your desk.

Pick one.

Obviously, it’s your choice.

But decide now before it’s too late.

Again, your clock is ticking.

Don’t wait for your time to run out.

So what’s your decision going to be?

Decide quickly because the rest of your career depends on it.

Now.

*     *     *

I’d welcome your comments. 

Post them below by clicking HERE.

_____

If you’re a brand new HR leader and you want more brutal truths for getting off to a fast start, then check out:  THE NEW HR LEADER’S FIRST 100 DAYS: How To Start Strong, Hit The Ground Running & ACHIEVE SUCCESS FASTER As A New Human Resources Manager, Director and VP.  You can get more details HERE.

About the author: Alan Collins is Founder of Success in HR, Inc. and the author of a variety of best selling books for HR professionals.  He was formerly Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.

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3 Brutal Truths About Managing Your HR Career Most Learn The Hard Way

by Alan Collins

Brutal truths can be tough to hear.

But to prepare for success in the future, it’s often helpful to expose them. 

To that end, here are three brutal truths about navigating your career in HR.

Most learn these the hard way.

Hopefully, they’ll steer you away from costly pitfalls and make you much savvier in managing the years ahead.

You can thank me later.

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30 HR Stretch Assignments That Can Enhance Your Growth, Development & Promotability

Plus a one-page cheat sheet you can use!

by Alan Collins

Want to take your career to the next level with your current employer?

Taking on a stretch assignment in your current role may be your ticket.

A stretch assignment is simply a project or task you take on that falls outside your typical duties and requires you to step outside your comfort zone and learn new skills.

There are lots of benefits of tackling one of these assignments:

If nothing else, a stretch assignment can add bullets to beef up your resume and prepare for an HR future outside of your organization.

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How To Get A Mentor in HR — A Rarely Shared Approach For Getting Just Anyone You Want!

by Alan Collins

I’ve never, ever met ANY successful HR leader who hasn’t had at least TWO influential mentors in their lives.

HR professionals that have mentors have an edge over those that don’t.

They perform better on the job.

They get promoted more quickly.

They earn higher salaries.

And they report more job and career satisfaction.

However, a huge mistake most HR folks make when selecting a mentor is that…

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