Making the Change

I haven’t written in a while due to the virus, a long, difficult job and some mental health struggles.

This has been a most challenging 15 months for me and many of you as well. I have made the decision to migrate. I’m moving closer to where I feel my life will be in alignment and my mental health will flourish.

A warm environment. A new job. A new home. As I travel down the highways of the states, I see many cars and trucks with all their belongings packed in trailers, and storage units on top of their vehicles. I am not the only one.

If this experience has taught us anything, it has shown us to be true to ourselves, be closer to family, to find companies that are worthy of our time, and not to let that work/life balance line blur just because we are working from home.

Working 14 hours a day and weekends is not healthy when you can’t do anything else. Now we are getting vaccinated. Now shops and other businesses are opening back up so we can start to resume life again. I just don’t want us to do this too soon to start another wave. I want this to go away!

Well, I am headed for a new place, just me and my bird. I’m excited to be on this journey and start blogging again. I hope you can join me.

Let me know if you are making a big “COVID” move, or know someone who has. I would love to hear their story!

People don’t leave their jobs……they leave their managers.

Accountability

Accountability is a huge thing in every business. People want leadership. They crave it. If their leaders don’t hold themselves accountable to policies and procedures and then don’t hold their Directors accountable to them, the employees not only pay the price but they lose faith in the company, its systems and do one of two things. They stay and just and just collect a paycheck, or they leave for another company.

What does that do to the rest of the team? They must pick up the slack until another person is hired. When this happens, they still have to work harder until that new person gets trained. In the meantime another person gets fed up and resigns. It’s a vicious cycle. HR representatives are killing themselves to keep good people but if the powers that be don’t follow the policies as stated, chaos ensues.

So, at the beginning of this blog I say that people leave their managers right? Yes, and why? Because of the rest of the statements listed above and other things that come into play.

How does HR help this? Well, speaking truth to power is a difficult thing for most people, but it is imperative that we do. There are ways to get your point across and with good reasons. Precedent is usually one that gets to the core of leadership. They don’t want to have to repeat this one-off decision so if you can show that the thing they want to do is going to set precedent, then sell it that way. Go to policy. Why do we have them if we aren’t going to follow them? Go to the question of “What do we do now in this situation?” This is a big one. If we stray from what we normally do, and it is with policy and procedure, we better have a really good reason to do so. Now I know some of you are reading this and saying, “BS!” lady! I get it. But, I have had to do this on many occasions. Recently. If your organization has an HR legal resource, it is always a good way to begin.

If you feel like I do and really love your job, then use your brainpower, resources, and passion for HR and do the job you were paid to do. Protect the company from potential law suits. You’ve got this!