Comments on: 5 Things You Need to Know About HR (That They’ll Never Admit)

By: Boredom to Boardroom

Boredom to Boardroom — Mon, 28 Oct 2013 13:50:00 +0000

Absolutely agreed Steph! It’s up to each person to manage their career… Yet many people expect the company to do it for them.

By: Boredom to Boardroom

Boredom to Boardroom — Mon, 28 Oct 2013 13:49:00 +0000

Hi Pyrrho. Thanks for your comment. As I mentioned in the article, the feedback definitely needs to be genuine. I understand lots of people dislike their HR teams and they often have good reason to feel that way. But I would caution you that they can probably sense your feelings towards them and fairly or unfairly, it probably won’t work in your favor. Also, pls know that HR plays out differently from company to company. Like all things, there are great and bad examples.

By: Pyrrho Nist

Pyrrho Nist — Fri, 25 Oct 2013 00:35:00 +0000

That’s what we need. More advice from a HR “professional” telling us how important it is to validate the meaning of their work. Worthless, inefficient, incompetent, and the greatest barrier to talent recruitment. Waiting for the day when “HR” becomes a historical fad of what not to do.

By: Steph

Steph — Thu, 24 Oct 2013 20:03:00 +0000

Yep, this isn’t fun fair soccer, it’s your career. If you expect that top performers and average to below average performers will be treated the same, this should be your wake up call. If you don’t know which of those categories you fall in, ASK. It’s up to you to manage your career and part of that is asking for feedback, absorbing it, and making changes based on what you’ve heard.

By: Tony Goddard

Tony Goddard — Thu, 24 Oct 2013 17:06:00 +0000

Hi Kari
I was an HR Director prior to establishing my Executive Coaching business. This has enabled me to see things from an HR perspective but also as an outsider in the companies from my current clients. There are a number of points about HR that I highlight to clients and they are often surprised.
What I would say is that the power of HR wanes more when making senior internal appointments. This is particularly the case where the HRD does not hold much influence with his or her peers. Also where the intended appointee is supported by the CEO and other key players.

By: Boredom to Boardroom

Boredom to Boardroom — Thu, 24 Oct 2013 16:48:00 +0000

Hi Cal! Thanks for sharing, and I’m so sorry to hear about your experience. Unfortunately I know you’re not alone! At least it sounds like you took a lot of learning from it and can hopefully apply that knowledge going forward? PS. Please don’t lose hope in HR! There are still some great people there

By: CAL

CAL — Thu, 24 Oct 2013 16:31:00 +0000

Thank you for this article! The article was straight to the point and understandable. I had personal experiences with the 1st 3 and believe me when I say – HURT is the only way to describe the experience. If only this article could have been available for me as I endured the pain. Still healing …

By: Boredom to Boardroom

Boredom to Boardroom — Thu, 24 Oct 2013 13:34:00 +0000

Thank you so much! I’m glad you enjoyed it and that it was food for thought

By: friv250

friv250 — Thu, 24 Oct 2013 05:18:00 +0000

Your content for this article is obviously intended to provoke thought in the reader. I can tell because it made me think about the many points you stated quite clearly. I really like your style.

By: Boredom to Boardroom

Boredom to Boardroom — Tue, 22 Oct 2013 20:21:00 +0000

Thanks Rich. Absolutely! And sometimes employees ask you to keep something between the two of you, which is fine except for the fact that you’re then limited in terms of how you can help them.

By: Rich J.

Rich J. — Mon, 21 Oct 2013 17:15:00 +0000

As an HR Pro and Recruiter, I love this article. So much truth! #4 is an excellent point. I tell people this all the time. It’s not always about breaching trust of individual. Sometime what’s shared needs to be shared with someone else for legit business reasons.