Heather Lomax is a contributing writer for CareerSmart and a media relations specialist. She writes for a variety of human resources blogs, discussing ways to keep employee and management relations running smoothly.
Managing the HR department can be stressful, especially if a significant amount of inquiries and complaints come your way each day.
And when you’re dealing with so much at once, it’s easy to lose sight of what your CEO needs. But that’s risky, as your job may depend on it. After all, they’re balancing enough of the company’s affairs without having to pick up your slack. So how do you improve your management style and keep your boss satisfied?
Keep your focus on retention…
Average employment tenure in the U.S. was about 4.2 years in 2016, down from 4.6 years in 2014. With numbers like these, it’s unlikely that many of the faces in your office will remain until retirement age. But that doesn’t mean you should grow complacent; the expense that goes into advertising vacancies, interviewing new candidates and training new staff is too great to resign yourself to turnover. Among other things, HR can prioritize checking in with employees regularly, providing avenues for bringing problems to its attention and solving any issues as efficiently as possible.
And when you do hire new candidates, consider prioritizing enthusiasm and willingness to learn over black-and-white qualifications, within reason; these are the employees that will stay even if times get tough.
…but also on yourself
Just as you encourage company staff to continue their education and develop themselves professionally, you also must allow yourself to grow. Whether you decide to get your PhD, attain online certifications, attend HR conferences, or keep up with journals on your developing field, it’s important to stay up-to-date on the shifts and changes in the realm of HR.
Not only will you feel a deeper appreciation for the inner workings of your position, but your employees and CEO will appreciate your innovative ideas and strategies for a more productive workplace.
And only use best practices as a template
This one may seem a bit counterintuitive; after all, they're called “best practices” for a reason. But what’s best for one company isn’t necessarily what’s best for your company.
There's nothing wrong with taking a look at another company’s manual; you may very well be able to glean some new ideas. But you can’t just adopt the entire document wholesale.
From policies to learning, everything your company does needs to be tied to the culture you want. So instead, search for customized solutions to your workforce’s problems, and consider procedures and benefits that are tailored to your company, even if they don't qualify as "best practices."
