If people at work look happy, we often presume that everything is fine. But that may not be the case always. Businesses tend to overlook small HR gaps that can eventually snowball into major headaches! Here are 10 HR mistakes that all companies MUST avoid!
- Sticking to Traditional methods of HRM
The biggest mistake many HR people make is sticking to the old ways of paper pushing. HR is not only about keeping work records, form filing and evaluating performance of an employee, but also understanding the needs of the people of the organization and helping them find their potential areas and grow.
- Rushing/ Waiting too long
There is always a haste to fill the vacant spaces, and in this hurry HR people often forget to have a complete info check of the candidate. The warm body may fill the empty space, and might have some very unique skills, but fully meeting the job requirements shall be the priority. Patience is a virtue while hiring, but leaving a position open for too long can show your company to be disorganized to the potential candidates, eventually, deterring them from applying.
- Micro Managing
Supervision is necessary to evaluate the performance of each employee, but continuous hovering over the subordinates can actually de-motivate your employees, and will also make them underperform.
- Legal Lapses
Harassment not only means a co-worker making an unwanted move, but having a magazine that others find unsuitable at the desk, listening to music which is disturbing your colleague or sending a derogatory email about a co-worker is also harassment. To protect the company from law-suits, it is necessary to train the employees about each possible harassment scenario.
- Ignoring Social Media
Even though Social media has become an integral part of the businesses, HR people often ignore the social checks of their current and potential employees. Social media profile of a person not only tells about his history, but also reveals a lot about his personality. Companies should take care that employees may use the social media to say bad things about the company or even disclose the confidential information.
- Over- Socializing with employees
While there is always a need of proper communication and interaction between the employees and the HR department, over-socializing can create complications in the work process. The HR people can lose their authority, and can also project the idea of not being serious about the tasks and employee performance.
- Neglecting the High Performers
For any employee, recognition and being valued by the managers can prove to be the biggest morale booster. Companies who neglect the high performers or don’t give proper rewards (because verbal appreciation cannot work every time) often risk losing their future leaders.
- Playing Favorites
To stay out of the conflicts, it is necessary to stay out of the favoritism bars. It not only demoralizes other employees and helps in giving opportunities to non deserving people, but eventually decreases the quality of performance.
- Inadequate HR policies
No HR policy is perfect, they all have glitches. But, it is important to take out time and revise your policies according to the needs of your employees once a year. Because having adequate policies for current and future scenarios will help reduce stress between management and employees, liabilities and costs to your business.
- Performance Management threats
Having a culture of continuous feedback is needed for continuous improvement, it cannot be a once-a-year tradition. HR department shall make sure that a person doing wrong now, shall be corrected now. The practice of continuous feedback helps the employees perform to their highest potential and boosts the business success.
Though these are small things, yet they can have a huge impact on business. The best approach is to be proactive and keep things in order, before they get out of control.