I was told early on in my career that however you have have to deliver news, good or bad that you should use this axiom " talk to them how you woulds want to be talked to or communicated to". Thank you Bruce Bunten, my first HR manager at Stone & Webster. I have always operated by that axiom in HR but this current trend is disturbing.
As I said in the paragraph above, the people I have spoken to who have either been displaced or position regraded, at several non-related companies, have said the following on how things were communicated:
- my manager set the meeting but did not show only to find an HR person there instead
- the HR manager curtly said we are eliminating your position, you have 15 minutes to get your stuff and leave
- the HR person gave me a letter and said read it, and do you have any questions
- the manager and HR person met with me but the manager said XXXX (that's the HR person again) will tell you what has changed
- I was told via email
- I got a call from my manager and HR and was told my job was eliminated - they where just down the hall from me
- Hr & my manager were not prepared for my questions and I was told to send a letter outlining my concerns.
Does this sound familiar? So who is at the root of the issue here, the manager or the HR person? My take is that the HR person should totally educate the manager on how to handle RIFs, reductions-in-force, terminations (you name your word here) position downgrades, and upgrades. Further, the HR person should show compassion for the displaced worker, treat them with respect, save their dignity, at any level and not be cold and callous about it. But when I hear these stories it really ires me to no end because HR gets the knock.
So what am I really saying, well I'll go back to my first HR managers saying " talk to them how you woulds want to be talked to or communicated to". No wonder why people have a certain disdain for HR.
I would really like to hear your thoughts on this subject, email me at wgstevens2@gmail.com or leave a comment.
