You spend a lot of time getting people excited to come work for you during the recruiting process. Then you put them through an orientation program, get them setup at their work-station and introduce them their team. Sign them up for benefits.
What happens a month after you bring a new hire onboard? What about three months after?
Do you check-in to see how they’re doing? Whether or not the organization is living up to their expectations?
If not, you should be.
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Renegade HR is a simple approach to HR: Recruit great people, and help them do amazing things that drive your business.
Here’s how to start practicing Renegade HR at your organization today.
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Renegade HR is really about two things:
Hiring great people can be difficult. It takes time to get it right.
If you want to be a better HR pro today, find out what’s stopping your employees from doing great things. If you can, ask them directly. Speak to their managers, too.
Once you find out what they need to do great things, get it for them.
Maybe it’s more direction and feedback. That’s something that should obviously come from their manager. But part of your job as an HR Renegade is coach managers on how to better manage.
Maybe a policy or procedure is getting in the way. Find out how to get rid of it, if possible.
A rising tide lifts all boats. Help your managers and the people they lead do better work, and you’ll be a better HR pro.
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Laurie Ruettimann of Punk Rock HR discusses the future of human resources. (34:52)
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Image by Danny Williams
As an HR pro, it’s pretty much a given that you will eventually have to deal with performance issues. Before you go write that Performance Improvement Plan, have you asked yourself why your employee sucks at his job?
Chances are, it’s not his fault. It’s yours.
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Last week I stumbled across an awesome presentation by Jessica Lee of Fistful of Talent fame. The topic was onboarding strategies for Gen Y.
Now I’ll admit, I’m pretty damn sick of hearing about Gen Y (and I’m not the only one). I’ve written before that most of the articles on managing Millennial don’t teach managers how to effectively manage young people. They teach managers how to more effectively manage everyone. Who doesn’t want to be involved in meaningful work, be challenged but not overloaded, be provided with support on day one, and so on?
Anyways, it’s a pretty good presentation (and relatively short, too). Just remember that the strategies it offers aren’t for Gen Y. They’re for everyone.
(email subscribers may need to click through to view the presentation)
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Photo by lumaxart
One thing I’ve always found odd about HR professionals is that they consider organizational development to be a completely independent subset of human resources. “Tom does recruiting. Sally specializes in OD. John in our compensation guy…”
I’m going to be blunt: If your recruiters, compensation specialists, trainers and so on aren’t “OD people,” they’re not doing their jobs.
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