Not every people issue needs a formal HR process
When businesses think about HR, they often think about the bigger matters: performance management, investigations, disciplinary processes, redundancies, workplace complaints or terminations.
Of course, these are all times when good HR advice is important.
But some of the most valuable HR conversations happen well before a matter reaches that point.
It might be talking through how to approach a difficult conversation with an employee. It might be checking whether your proposed response is reasonable. It could be understanding whether something needs to be documented, whether you need more information before acting, or whether a situation is actually something you need to be concerned about at all.
Sometimes the answer is, “Yes, there is some risk here and we should work through this carefully.”
Other times, it is simply, “That approach sounds reasonable. Here are a couple of things to keep in mind.”
Both conversations have value.
Think of HR like the other advisers around your business
Most business owners understand the value of having trusted professional advisers around them.
If you have a tax question, you call your accountant.
If something happens with your insurance, you call your broker.
If your systems stop working, you call your IT provider.
You don’t necessarily wait until there is a crisis. You ask questions as they arise because getting the right advice early helps you make better decisions.
HR should be no different.
Having an HR sounding board means you don’t have to know every employment law requirement, anticipate every people risk or work through difficult situations on your own.
You have someone who understands your business and can help you think through the situation before you decide what happens next.
A quick conversation can prevent a much bigger problem
One of the challenges we regularly see is businesses reaching out after something has already happened.
A difficult conversation has taken place. An email has been sent. A decision has been communicated. A manager has promised something they perhaps shouldn’t have. Or an employee matter has been left unresolved for months because no one was quite sure what to do.
At that point, there may still be plenty we can do to help, but the options can be more limited.
Seeking advice early gives you the opportunity to slow the decision down just enough to ask:
Is this approach fair and reasonable?
Is there anything I need to consider before having this conversation?
Do I need to document this?
Could there be an employment law or workplace relations risk I haven’t considered?
What would a sensible next step look like?
That doesn’t mean turning every workplace conversation into a formal process. In fact, good HR advice can often help you determine when a formal process isn’t necessary.
You don’t have to have the answer before you call
Perhaps the most important part of having an HR sounding board is knowing that you don’t need to diagnose the problem before asking for help.
You don’t need to know whether something is a performance issue, misconduct, a workplace conflict or simply a conversation that needs to happen.
That is what the sounding board is for.
At Focus HR, many of our conversations with clients start with some version of:
“Something has happened and I just want to run it past you…”
And we think that is exactly how HR support should work.
Practical advice when you need it, someone to test your thinking with, and support to work out the next step.
Because sometimes you don’t need a policy, a formal process or a lengthy piece of advice.
Sometimes, you just need someone knowledgeable in your corner to say, “Talk me through what happened.”