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Are challenges with HR contributing to attrition industry-wide?

HR has never saved a company, but it has saved executives. They have often ruined companies by having high turnover and not understanding that they are a root cause of it. There's an amazing role for HR to play, but it's not the HR that all of us have grown up with. Most people that have worked more than one job will tell you to never go to HR if you have a problem. The way it’s designed today, HR tends to look for the toxic person who's underneath that first layer of most important executives, but they never call out the one who is creating toxicity in the first place if that person is the CEO or CRO, etc. The role of HR ought to be to protect the environment for the employee in order for the company to be prosperous and able to work well, and for people to feel successful and included. If I ever found anybody trying to protect me or one of my executives and ignoring what was going on in their departments because of it, I would fire them first. You don't fire the lineman because the team keeps losing year over year, you fire the coach. All too often in organizations, layoffs and reorgs occur while the obvious elephant in the room is ignored.

Anonymous Author
HR has never saved a company, but it has saved executives. They have often ruined companies by having high turnover and not understanding that they are a root cause of it. There's an amazing role for HR to play, but it's not the HR that all of us have grown up with. Most people that have worked more than one job will tell you to never go to HR if you have a problem. The way it’s designed today, HR tends to look for the toxic person who's underneath that first layer of most important executives, but they never call out the one who is creating toxicity in the first place if that person is the CEO or CRO, etc. The role of HR ought to be to protect the environment for the employee in order for the company to be prosperous and able to work well, and for people to feel successful and included. If I ever found anybody trying to protect me or one of my executives and ignoring what was going on in their departments because of it, I would fire them first. You don't fire the lineman because the team keeps losing year over year, you fire the coach. All too often in organizations, layoffs and reorgs occur while the obvious elephant in the room is ignored.
2 upvotes
Anonymous Author
I’ve had the privilege of working with some pretty awesome HR leaders that are helpful to the executive team, especially for identifying elements of a toxic culture and helping rectify those things. I understand why some say that HR can be just paper pushers, because I've seen that as well. But there are some pretty awesome HR leaders who are thought leaders and they can really help the CEO to build a strong culture.
2 upvotes
Anonymous Author
Sure! It's not uncommon for the walk to not match the inclusive talk. In addition, it's not uncommon for HR to be the face of bad admin decisions - approving increase, work/life support, etc. I see this happening the most when HR doesn't have a strong leader with a seat at the table and/or is looked at as a basic operational unit instead of a valued partner. There seems to be a hyper-focus on attraction and no focus on retention, at a time when that is not ok.
2 upvotes