You should solve people’s problems. Duh! What a stupid thing to say!! Of course I solve people’s problems. That’s my job! I am in #HR.
The kind of problems most HR’s solve for people are:
- Providing them a job.
- Introducing them to new team members on the first day of the joining.
- Telling them where the cafeteria is & the fastest places to get food from.
- Helping them understand company policies of leave and POSH.
- Asking them to attend Fun Friday events.
- Taking them out for lunch/coffee breaks.
- Basically, being there always, like whenever the employee calls, they respond.
However, if you wish to be called an expert of #humanresources, then you should do what experts do.
#hrexperts solve people problems that are complex & difficult. They have the knack to do:
- Career Conversations with Average performers.
- Retention Conversations with Top talent.
- Effective people management conversations with bad bosses.
- Tough budget conversations with Hiring Managers.
- Structure Conversations with Clueless Functional Managers.
- Policy conversations with CXOs.
The choice to be called an HR Expert is in your hands. It’s not an easy title to get and certainly comes with it’s fair share of stress, time & energy. But the rewards are immense (as we talked about in the first post of this series).
If you wish to go this route, prepare yourself to have Tough Conversations with all stakeholders. These conversations solve people problems that are much more deep-rooted and ingrained in a person or system.