The purpose of this show is to discuss trending topics, highlight the people behind successful HR , and to advance the profession through awareness, development and discussion.
I would be VERY careful with HR. Their job is to protect the company . I had a situation a few years ago....thank good ness I knew what I was dealing with when I filed the internal complaint. I had already been saving dozens of emails. I only shared some with HR and I could tell immediately that they went back to my manager and told him what was in the emails. This was a Fortune 100 company who had all of these " policies" in place to allegedly help employees. I even started recording conversations because and forcing documents/emails to be sent to me in writing. Ofcourse when the investigation was over they found they could not substantiate my claims and then could not send me a document stating that In any case..we ended up in court and the company settled out of court with me.
Should a supervisor ask an employee behind closed doors without..a witness ..question him ? Or imply remarks pertaining to the mental status of the accused ? Or minor incident between both parties ? Even in presence of fellow employees. The accused isnt protected during investigation from being ostracized by fellow employees and management pressure . Accused implied to the acting supervisor to speak with HR. In confidentiality..Didnt happened. Because HR. Was in process of investigation. And gaining information from fellow employees. Acting supervisor didnt file report..passed it off to management days later.. Employee resigned due to ostracized pressure from his team workers.. Non verbal .. But other ways to getca response from Accused employee.. Employee was asked if he could work.. Yes, didn't speak to any team members. Just did his job. Accused employee in incident dud request to speak to HR in confidentiality. Approachvwas made. HR. Implied. Couldn't. Due to ongoing Investigation. So any information was lost.. Except they want it in writing. Instead...Etc.
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That inconsistency as a leader that your conversation is excellent in exploring damages trust. The response is emotional and it connects with other examples of low trust in a person's past that they may or may not be conscious of. So, it becomes a very messy relationship issue that impacts employee-centered leadership. Great conversation. Really enjoying the Thermometer analogy.
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Thanks so much! Please stay tuned. New episodes will post every 2nd and 4th Friday starting at 8:00 a.m. Thanks for your support and feel free to subscribe (no fee) and share the information with your colleagues.
Thanks so much! Please stay tuned. New episodes will post every 2nd and 4th Friday starting at 8:00 a.m. Thanks for your support and feel free to subscribe (no fee) and share the information with your colleagues.
What a great show! Love it! Congratulations on your first guest! David Dufour, SHRM-Memphis President, did a great job discussing how to upscale your professional value connecting it to SHRM membership. Excellent!
