A couple of days ago I found a post in Linkedin that made me think. There, a person explained that, after three months working in a company, he just realized that his purpose didn\u2019t match with the company\u2019s culture so he decided to resign. The post was written in a very coherent, drama-free approach I really liked. To my surprise, there was a comment to the post written by a HR professional who blamed HR on not being clear when detailing positions and expectations to their candidates and therefore assuming HR responsibility in events such as the one described in the post. Such comment made me wonder what\u2019s the point of someone in HR considering HR department guilty of a situation even if the author was just talking about purpose and not about a bad HR praxis?<\/p>\n
Of course, HR (or whoever is conducting the interview), has to be clear and honest about the position<\/strong>. But, once the candidate becomes a new hire, he\/she has to be properly welcomed<\/strong> by his\/her department, someone has to guide<\/strong> his\/her first steps in the company, his\/her line manager<\/strong> (whatever the company structure is) has to properly explain the role and coach the new team member … In short, a successful integration is a shared responsibility, where also the new comer decides if the environment is finally matching his\/her expectations.<\/p>\n Always obsessed with the idea of doing an impeccable job without loose ends, we, HR professionals have the risk of cheating ourselves<\/strong>. Sometimes, we act like mothers spoiling our children until the very moment they leave home. Sometimes we are like authoritarian fathers randomly allowing their kids to attend a night party or just making them stay at home. Sometimes we act like the cleaning squad of that Tarantino\u2019s film called \u201cCurdled\u201d where a devoted team of professionals cleaned very bloody crime scenes. We are not happy in none of such roles … Why should we keep on performing them, then? Or, even worse, why should we contribute to keep those roles alive in the organisation?<\/p>\n Definitely, HR must abandon that hyperresponsible, selfless tone<\/strong> and have more fun<\/strong>. Let\u2019s forget about those boring and neverending implementations of bland products nobody in the company will never enjoy<\/strong> (even if they seem to be perfect). Let\u2019s share more time and experiences with our internal customer<\/strong>, who will give us the keys to a better version of our department. Let\u2019s enjoy doing what we like and the very core of our existence in the organisation: let\u2019s work with our people. Let\u2019s talk to them with a common language everybody can understand and share. Let\u2019s bring the spark and sexiness our department really deserves.<\/strong><\/p>\n Because only by dedramatising HR we could find our right place in the organisation.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" A couple of days ago I found a post in Linkedin that made me think. There, a person explained that, after three months working in a company, he just realized that his purpose didn\u2019t match with the company\u2019s culture so he decided to resign. The post was written<\/p>\n","protected":false},"author":3,"featured_media":23735,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[155],"tags":[683,411,460,684],"class_list":["post-23738","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-dedramatisinghr","tag-internalclient","tag-sexyhr-en","tag-sharedresponsibility"],"yoast_head":"\n