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When you spend your day putting out fires, dealing with drama, and keeping up to speed on the latest compliance obligations affecting your business, it can be challenging to step back and assess the overall health of your HR. Fortunately, you don\u2019t need to conduct an extensive audit or pore over detailed reports to confirm that your HR is in reasonable shape. A pulse check will do in most cases. Here are some signs that you’re doing HR the right way:<\/p>\n
Getting people across an organization to follow policies, processes, and procedures is no easy task. \u201cHerding cats\u201d is an idiom for a good reason! If, for the most part, your employees adhere to your instructions for timekeeping, requesting time off, enrolling in benefits, and the like, you\u2019ve communicated those instructions effectively. Give yourself an extra pat on the back if you\u2019ve successfully implemented new ways of doing things this year.<\/p>\n
Are your employees willing to pose challenging questions to you or other members of leadership? Do they ask you to explain the reasons for your decisions, justify a change, or press you on why you don\u2019t offer this or that benefit? You might think these questions indicate a workforce unsatisfied with how things are \u2014 and that could be the case \u2014 but the fact that employees are willing to probe for answers is a sign that they trust you. They feel safe. They don\u2019t fear retaliation for seeking answers or admitting they\u2019re not entirely satisfied. Trust and psychological safety are very difficult to build and easy to jeopardize. You\u2019re doing a lot right!<\/p>\n
Take heart if you solicit employee feedback, and they don\u2019t hold back giving it to you. This is good. It means employees trust you won\u2019t retaliate in response to their candor. It also indicates that employees believe that taking time to opine on the state of their workplace is valuable. They understand you can\u2019t please everyone and that not every insight or suggestion will lead to positive change. But they believe you take their thoughts and feelings seriously and will make reasonable faith efforts to improve.<\/p>\n
As we all know, mistakes can be costly, especially when lawyers and enforcement agencies get involved. But even the best employers make mistakes. When a mistake happens and affected employees seek to resolve the issue internally, it means they don\u2019t feel any need for that extra layer of protection. They trust you\u2019ll rectify the situation. As we noted earlier, that level of trust is not easy to come by.<\/p>\n
Do your employees share job openings with friends or post the link to your careers page on LinkedIn<\/a>? If yes, awesome. You\u2019re an employer they recommend!<\/p>\n In some workplaces, people hesitate to take vacation or personal days or devote time to employee groups, fun activities, or optional training during work hours. They fear falling behind or being judged less favorably during performance reviews. On paper, these workplaces may respect work-life balance, but in practice, not so much. If your employees happily take advantage of the perks and benefits offered by your organization, that\u2019s a sign you have a culture that truly respects your employees and treats them fairly. Congrats!<\/p>\n You may have noticed that we haven\u2019t touched on compliance. There\u2019s no straightforward sign that you fully comply with every federal, state, and local employment law affecting your organization. One easy way is through an HR audit<\/a>. You’ll receive a comprehensive review of your organization\u2019s human resources policies, practices, procedures, and systems to identify improvement areas and ensure compliance with legal and regulatory requirements.<\/p>\n6. Employees Take Advantage of Perks and Benefits<\/h2>\n
How to Keep Up with HR Compliance<\/h2>\n
Worried About Doing HR the Wrong Way?<\/h2>\n