Yesterday’s Advisor featured consultant Tim Sackett’s What the CEO Wishes HR Would Do. Today, his 6-step program for HR managers.
How is HR a terrorist? HR tends to use the law as a hammer, Sackett says. “No you can’t do it; it’s against the law.” A better approach is, “Yes, you can do it, but we put ourselves at risk for an expensive and prolonged lawsuit.” You be the CEO’s risk advisor; he or she can decide whether to accept the risk.
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Sackett (www.timsackett.com) offered his tips during the recent SHRM annual Conference and Expo in Orlando.
Sackett’s 12-Step Program in Only 6 Steps
Sackett offers six steps to HR success:
Step 1: Say “Yes” to Everything
Here’s the scenario:
• VP/Hiring Mgr.—comes to you
• Wants to fire one of her staff
• Details:
o Long-term employee—15 years
o Average performance reviews documented
You want to say NO, but that’s just the same old HR saying no again like always.
Try this on the hiring manager, Sackett says:
“Hell yes! Let’s get rid of that slacker. Don’t worry, before we go to court, I’ll coach you through the questions the opposing attorney will ask you. And I’ll work up an estimate of how much this is likely to cost us.”
Step 2: Step into the Vacuum
Step up to take on things no one wants to do. No one likes the picnic. “HR will do it.” Electronic medical records are messy. “HR will take it on.” Look around. Why isn’t anyone taking care of that? Step into the vacuum.
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Step 3: Give Your “A” Card Away
Sometimes it helps to give your “A” card away. For example, take the dress code. Give it away. One client did that, and the department that took it on wrote a 15-page dress code. Let them have it.
Step 4: Become an Evangelist
If you can’t be an evangelist for HR, you really need to leave your post, Sackett says.
Step 5: Give Your CEO a Performance Review
CEOs rarely get good feedback. We fail them in this regard, says Sackett.
Step 6: Go to Lunch
You asked for a 25 percent increase but the buzz is that you’re going to have to take a 7 percent cut. Have lunch with the CFO, says Sackett. And then do it again. The second lunch, you can spill about all your plans. Then, when the CEO asks the CFO about the HR budget, you’ll get your increase.
Bonus Step—The 15-Minute Dialogue
Prepare a 15-minute dialog for the next time you get stuck with the CEO. You don’t want to be tongue-tied with nothing to say.
One important thing to include in that 15-minute dialogue? Training. You know your people need training but who has time for training? Or the budget?
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No budget? If you’re like most companies in these tight budget days, you will like that it is reasonable in cost.
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