Get FlourishDx - the world's most complete workplace mental health software platform for FREE here: www.flourishdx...
Watch the full episode here:
• Is HR your friend? - w...
Dr. Rebecca Michalak:
A dispute lens says, winner or loser, right? So somebody has to lose out of this and it often results in the wrong person leaving the organisation. Wouldn't it be great if we could get to a space where we could raise things in, you know, I call them when they're small, so they're small issues, they're not massive. Smaller issues are much easier to resolve informally. And having that, you know, what we're seeing a pattern of now is that the complaints that tend to hit HR in the end, not always, but often quite severe, like they've been going on for months, you know, they're chronic situations. From a psychological contract point of view, there's been probably almost irreparable damage done. It's, you know, we've missed so many opportunities to intervene when the issue was small. And that's part of, you touched on fear of negative consequences. And then the reality is people don't feel comfortable going to HR with issues and there's good reason for that, unfortunately. The evidence tells us that if you go to HR with an issue, a complaint, or, you know, to talk about somebody's behaviour, you feel like you're being bullied, overworked, micromanaged, you know, whatever the case may be.
If you go to HR they're often responsible for either enacting, condoning, or advising people to execute on a whole bunch of adverse actions that we see happen. And I mean adverse actions in the true sense of under general protections adverse actions occurring. But also, then in terms of just general negative consequences.
So, you know, if we look at the research on post voice victimisation in organisations, so that's where somebody has raised a concern and they've studied, you know, what was the response to that. Unfortunately, HR is in the thick of it for further victimising the person who's just bought something of concern to the table.
So, you know, the negative response of it is victim blaming. Well, you sure it isn't just you? Sure it isn't your behaviour? Like, you know, that sort of antagonistic take. Responding by putting the person on a performance management plan. Or withholding training or withholding a promotion, or all these other work-related levers that tend to get pulled by HR. So, you know, if it's not pulled by HR, HR has advised a manager somewhere, yep, this is a completely legitimate response. A persons raised a concern about your confidence as a manager, or that you're micromanaging or behaving poorly towards them. Yep, totally appropriate response. Put them on a performance improvement plan. You know, and ultimately, let's just whittle them out of the organisation. So, you know, like I said, I think when people say, you know, HR is not your friend. I agree with them in many respects.
11 сен 2024
