{"id":875,"date":"2024-11-06T06:29:20","date_gmt":"2024-11-06T06:29:20","guid":{"rendered":"https:\/\/tojoeapen.com\/blog\/?p=875"},"modified":"2024-11-06T06:33:47","modified_gmt":"2024-11-06T06:33:47","slug":"is-being-in-hr-getting-tougher","status":"publish","type":"post","link":"https:\/\/tojoeapen.com\/blog\/is-being-in-hr-getting-tougher\/","title":{"rendered":"Is Being In HR Getting Tougher?"},"content":{"rendered":"\n
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McKinsey recently shared an interesting discussion regarding how the HR function\u2019s own stress is showing. This is a very relevant and needed discussion because during most times of intense changes, HR members also feel exasperated and in a thankless role (referenced in a recent New York Times article). They feel caught in between, and hit from all sides. Many HR professionals can relate to this discussion, based on their own experiences.

One differentiator for great HR professionals and leaders is that they take the time to reflect, process, learn from the challenges and figure out ways to work through them proactively with a growth mindset. This discussion is valuable food for thinking for not just HR professionals but also for all key stakeholders.

Here are some highlight notes for me from the discussion.

* Research reporting that 35 percent of HR leaders surveyed don\u2019t believe their management team cares about their mental health.
* The HR function lives in the friction between caring for the employee and caring for the organization.\u00a0
* Organizations need to understand the importance of partnering with their HR colleagues and engaging them early when they\u2019re thinking about strategic changes. The earlier you engage your HR business partners in those conversations, the better it is for the organization.
* When it comes to capability building, we need to be thoughtful about what we put on HR versus the rest of the enterprise and ensure that people leadership is a joint capability.
* It\u2019s very easy to add things to the portfolio of trainings, surveys, and information gathering. It\u2019s a lot harder to stop doing things. So creating and building that muscle and challenging the status quo is something that every organization needs.
* As an HR leader, I can bring joy if I can be my authentic self with a team that is excited to work with me and views my input as a real contribution.\u00a0
* If my day-to-day is going to be more joyful, more energetic, and more fun, then I am working with people I like and respect who like and respect me. And we\u2019re engaging on some cool topics together, making our organization a better place.
* Sometimes HR is the messenger caught in the middle.
* Over time, the administrative side will likely become easier or more automated. However, there is still an\u00a0unbelievable need for a human element\u00a0that can translate even self-serve tools to help a colleague in need.
* Trust is hard earned but can go away in a second. And it can go away in a second because of HR but also, unfortunately, because of business leaders. It\u2019s important to be thoughtful in those moments. The unified voice helps build trust, but a little division amplifies quickly across teams and organizations. If leaders understood that impact, they might choose their words differently.
* We also need to build trust within HR. HR has to stick up for HR, too. And everybody has to own the full agenda. We need everybody in HR to speak up. Otherwise, you may build immediate trust but undermine trust in HR as a whole.

Source:
Why being in HR is getting tougher\u2014and how to break through; November 1, 2024; McKinsey & Company<\/p>\n\n\n\n







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McKinsey recently shared an interesting discussion regarding how the HR function\u2019s own stress is showing. This is a very relevant and needed discussion because during most times of intense changes, HR members also feel exasperated and in a thankless role (referenced in a recent New York Times article). They feel caught in between, and hit […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"sfsi_plus_gutenberg_text_before_share":"","sfsi_plus_gutenberg_show_text_before_share":"","sfsi_plus_gutenberg_icon_type":"","sfsi_plus_gutenberg_icon_alignemt":"","sfsi_plus_gutenburg_max_per_row":"","footnotes":""},"categories":[4,5],"tags":[],"class_list":["post-875","post","type-post","status-publish","format-standard","hentry","category-hr","category-organization","post-preview"],"_links":{"self":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/875","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/comments?post=875"}],"version-history":[{"count":4,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/875\/revisions"}],"predecessor-version":[{"id":882,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/posts\/875\/revisions\/882"}],"wp:attachment":[{"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/media?parent=875"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/categories?post=875"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tojoeapen.com\/blog\/wp-json\/wp\/v2\/tags?post=875"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}