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Greetings!
There are key people in organizations that are in such a position that they may not perceive they have a place to go, to resolve issues "inhouse". Positions such as President and HR executive being two key positions. What should they do? What methods do you have in your business for such individuals to have a "safe place" to express their concerns? Many individuals do not want to go to their direct "supervisors" for "political" reasons. Also, many organizations do not have a management team well experienced and skilled enough to appropriately handle sensitive issues making it extremely stressful for them and ultimately the increased possibility of potential formal complaints.
When these individuals find themselves in perceived sensitive/harassment/discrimination type situations what do they do? Who do they go to?
To express concerns of this nature often lead to fear of retaliation. Also, at times the strained relationships that come from "peer" conflict of this level often result in some action that can be perceived as retaliation, such as overlooking this person for promotion that may seem to be an obvious move up. Creation of a position "over this person" that clearly will be seen as such. Some actions can be "bad timing" but it is important to see how the connection could result in a claim of retaliation.
Does your organization have this covered? Does your policy on harassment/discrimination, whistleblower etc.. cover this important "avenue" to submitting complaints or concerns?
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What if that person who feels "harassed" or plain concerned about business practices is your HR executive?
Remember, this person is probably the one who has created the policies, handles severance packages, in the know on how senior management and legal counsel "thinks", therefore, they are likely to seek the highest level of "award" for any perceived wrongdoing. Further, this professional is the one that is most well veresd in employment laws and other forms of unlawful employment practices.
Knowledge is power!
The stakes are high! Many times, individuals in this position feel they have no one to go to to discuss their concerns. It is a highly politically sensitive issue and will likely result in lack of trust and strained senior management team relations.
I am challenging you to consider this potential issue and to also consider a Third Party option, ombudsperson of sorts, to ensure there is an avenue to resolve internal conflict or perceived unlawful practices for the individual in such a position. ( More information on third party HR consulting to handle this type of function is below. ) Whistleblowing is another area that an HR person is likely to utilize when concerned about their employer's practices. For more information on what constitutes unlawful employment practices of this nature that are highly volatile in the workplace it is important that you take the time to learn about them...remember knowledge is power..be sure you and your management team have the knowledge to not only handle such situations but ensure you understand how to be proactive to avoid the potential for such situations and using what you learn to effectively handle others types of problems in the workplace.In the end, its all about Creating a Respectful Work Environment! www.jbmconsultingonline.net WEBINAR: Harassment - Creating a Respectful Work Environment ($99.99)
An environment of respect is important in all organizations. Unfortunately, unlawful harassment complaints are increasing. But, by educating your staff, you can reduce the likelihood of such difficult workplace situations.
In this webinar, you'll learn: How to ensure your organization is in compliance with annual harassment training What constitutes harassment How to identify harassment Ways to effectively handle and resolve harassment
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Consider this...
Sue Jones was an HR Executive for XYZ company. Sue has been with the company for 15 years, considered to be extremely competent. Sue has recently seen a pattern of women in executive positions, being overlooked for promotional opportunities. Sue then was up for a promotion and didn't get it, clearly being the most logical and qualified person for the job. The person hired above her was a male with less experience in the field and in management. Where does Sue go to express her discontent? With the information she has access to in her office, wouldn't this concern you?
All too often, management teams try to "reorganize" in order to "remove" what they perceive as a "problem" employee from the mix. What often happens in doing this is that they fail to see how their actions are perceived by others as well as "patterns" that may result in unlawful employment practice claim liabilities.
The key here is to FIRST, be sure that you have fair and equitable policies and procedures in place and then ...you MUST follow them! SECONDLY, consider the option of a third party consultant to be on call to help you effectively handle such issues as well as to be available for your employees to reach out for an "ear" and move toward resolution of the issues inhouse.
JBM plays this role for many clients! It works!
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How does a Third Party HR Consultant work?
How does HR consulting work for an organization when they are not part of it day to day?
- This is quite simple. First as a consultant, JBM gets to know the culture, policies, practices and desires of the business.
- After that, employee laws and problems can be handled, once you have the level of experience and expertise as JBM.
- JBM serves as a mentor to that person on staff that handles day to day employment questions so that person can appropriately and comfortably handle the situations they encounter.
- JBM serves as on call "Coach" to assist supervisor's in handling such situations
- JBM is on call for employees to contact when they feel they have sensitive issues they rather not share with their supervisor at this point OR they simply are looking for direction in doing so..JBM will help them most effectively communicate their concerns
How much does something like this cost?
- Consulting on an "as needed" basis can be handled on a flat rate annual fee with a certain amount of hours committed to that organization for that fee.
- This is worked on directly with the business in order to meet the needs of that particular organization.
- Fees are reasonable and affordable, guaranteed! Small businesses can have an HR presence for as little as $500.00 per year!!!
- You can't afford NOT to have this function
AVOID THOSE TIME CONSUMING DEPARTMENT OF LABOR OR HUMAN RIGHTS COMPLAINTS, NOT TO MENTION LEGAL SUITS THAT COULD FOLLOW...DO IT RIGHT, SET UP YOUR BUSINESS OR ORGANIZATION TO KEEP ISSUES RESOLVED IN HOUSE! More and more businesses are doing so and it works for my clients! |
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As always, I am grateful for our professional relationships! Remember, to connect with the social media links above! This is going to be where we will all "socialize" in the future!
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Wishing you the best always,
Jeannine Brown Miller, MA, SPHR Principal Consultant
JBM Consulting |
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