The HR Hub

As an HR person, you may find yourself in a difficult situation where you need to coach a leader who is not performing well in all parts of their role. Usually we, in HR, hear about the people parts. And we are often tempted to label them as a "problem," it would be better to provide help and support. I was asked to do this episode and I invited Heather Dranitsaris-Hilliard and her mother, Dr. Anne Dranitsaris, back to help me. Their company, Caliber Leadership Systems, specializes in organization dysfunction so it made sense to bring them back! And I enjoy talking to them! Some of their points: 🐦 We can't pigeon-hole leaders as problems. A label is easy, but it's the behaviour you're concerned about. If they are interested, it can change. 😬 If you feel intimidated, remember they are just a person - albeit one playing a key role who needs help. 💪 Muster up some courage, it's probably your job. ❌ While people can develop, there is a point where we need to terminate.

This episode on decolonizing HR and indigenous inclusion was by request! I was totally on board. I recently took the Indigenous Canada MOOC (massive open online course) and it was fascinating and inspiring. So I reached out to Gillian Hynes who works for Rise, an indigenous-owned consulting group advancing reconciliation and indigenous inclusion. Here are a few highlights: - Decolonization is about inclusion and truth through reconciliation and relationships. - It starts with the individual. - There are many colonial practices in HR. For example, many benefits are based on Western medicine, and our definition of "family" for bereavement leave is often narrow. - A lot of the changes will benefit all employees - especially as we get more diverse overall. - HR has the power to make a difference by helping decide what the problem is and what the solution might be. It's fascinating and challenging stuff. But I didn't find it overwhelming - hopefully you don't either. Find Gillian at http://www.riseconsultingltd.ca/ Find Andrea at http://www.thehrhub.ca

This video explores the complex nature of managing a crisis at work. Maybe there's a catastrophe, but maybe it's a smaller event that has emotionally impacted many employees. Both are crises. I spoke with John Robertson who wrote Run Toward the Roar and advises on crisis preparation and response. The name of his book is derived from the behavior of lions where the older ones position themselves on one side of the prey and roar, while the younger ones wait on the other side for the prey once they have been spooked. We tend to behave similarly during a crisis - we tend to run from 'noise' creating greater chaos. Instead, John advises the following: 🌪️ A crisis is rarely the event itself like the flood or storm, but rather the impact it has on individuals and organizations. 💔Consider the impact of unexpected and less dramatic events like the loss of a beloved employee. 👂When facing a crisis, it's crucial to listen to the stories of those affected. We all love to hear stories of someone who has come through a crisis, but what about when they're still in the middle of it? 🙂 One of the first steps in managing a crisis is normalizing reactions. I had never thought about the small events as crisis before, but I won't forget now. Find John at john@fortlog.co or www.fortlog.co Find Andrea at www.thehrhub.ca for HR consulting in Western Canada

Trust is KEY to how the organization perceives HR according to a recent presentation I went to by McLean and Company. Specifically they said "non- HR respondents with high trust in their HR Departments are 2.9x more likely to also rate them as highly effective." This made a strong impression on me so I went looking for someone to talk to. Who better than Ila Edgar, the co-host of a podcast called "Trust on Purpose"? Ila is a coach and, in a past life, was a recruiter too so she understands HR. She said: ✅ Trust is an emotion AND a competency. Since it's a competency we can get better at it! 4️⃣ There are four aspects to the competency: competence, sincerity, reliability and care. 🗣️ You can start to build trust by simply engaging someone in a conversation about trust. 🙏 Try: I want to build a strong trusting relationship with you. Here's the things I need to see from you. What do you need to see from me? Since trust is critical to HR (and maybe most relationships), you need to see this. Find Ila at https://www.bigchangeinc.com/ This is her podcast: https://trustonpurpose.buzzsprout.com/ Andrea is an HR consultant in Western Canada. Find her at www.thehrhub.ca

First of all, don't use the word 'fire'. That's the first key rule in terminating someone's employment in a kind and professional manner. Terminating someone's employment is not easy. It's clearly not easy for the employee, but it's not easy for HR or the Manager either. (If it is, find a new job.) If you are like most people and it makes you anxious, this video shows you how to can accomplish this difficult task with empathy and respect. This was the focus of this discussion with Kim Spurgeon. She has worked with LHH Knightsbridge in a variety of roles and, as a career transition specialist, has been present for many terminations. She shared her considerable insight: 3️⃣ In addition to the employee, there should be 2-3 people present during the termination meeting: the direct manager, the HR representative, and, possibly, the career transition specialist 3️⃣ It's the manager's role to advise the employee that their employment is being terminated. The manager's statement should be brief and to the point, taking no more than 2-3 minutes. 🗣️ The HR representative will go through the details of the termination, including any severance pay or benefits the employee may be entitled to. 🙏 Remember to thank the departing employee for their contributions!! Check out the video if you have to do one to ensure that this often difficult meeting is as smooth and respectful as possible. Find LHH Knightsbridge and Kim at www.lhh.com I (Andrea) am an HR Consultant in Western Canada. Find me at www.thehrhub.ca

While diversity is almost a fad for some companies, we also know that having a diverse team adds bottom-line value. As long as diversity is accompanied by inclusivity. The video with Dr. Helen Turnbull CSP highlights that diversity positively impacts the bottom line - but only when everyone feels included and valued. She's been working in the field a long time and did a TEDx in 2013. She says: 😬 It's not enough to simply hire a diverse group of people and pat yourself on the back. You need a culture where everyone feels included and can contribute their unique perspectives and ideas. 🙄 When diversity training elicits an eyeroll... you have an uphill battle. The leader is telegraphing their thoughts and unlikely to foster an inclusive environment. 🥱 But inclusivity does not mean that people should be allowed to monopolize meetings ad nauseum. If they're not adding value... why are they there? Find Dr. Turnbull at www.humanfacets.com (954) 553 2828 Find Andrea, HR Consultant, at www.thehrhub.ca

I read something recently saying that organizations who trust HR are 2.9x more likely to rate them as highly effective. This would make it so much easier to get ALL our work done so I knew I had to do some episodes on trust. I reached out to ILa Edgar who is co-Host of a show called Trust on Purpose with Charles Feltman. She is also a coach and was a recruiter for years, so she has insight into HR: 1) The first thing is we need to care. About the client and the business. 🗣️ Trust building is a skill and one you can discuss directly with clients 👍 Even when there are limitations on us that our client might not appreciate, there are things we can do to maintain trust. 🗣️ When clients talk about HR instead of to HR, there's some mistrust. We can deal with that head on too. Find Ila at https://www.bigchangeinc.com/ This is her podcast: https://trustonpurpose.buzzsprout.com/ Andrea is an HR consultant in Western Canada. Find her at www.thehrhub.ca

The question: Is it undue hardship or is it a regular hardship? Those of  us in HR in Canada need to consider this.  And we can always brush up  on the duty to accommodate so check out this video.   This was the focus of my conversation with Dylan Snowdon. Dylan is an  Employment Lawyer and Instructor in the Faculty of Law at the University  of Calgary. This is something he is asked about a lot and here are some  of his insights:  ✅ You have to accommodate, but can consider those accommodations that  have the least impact on the employer.   🧐 Accommodations can take many forms, and it doesn't always have to be a  big or complicated solution.   😢 The difficult accommodations are when there are a lot of unknowns or  the employer is not accepting.  Mental health often falls in this  category.  📢 Whenever someone requests accommodation, the duty has been triggered.    Remember, the duty to accommodate is an important part of creating an  inclusive workplace. By making reasonable efforts to accommodate the  needs of employees, employers can create a workplace that is welcoming  and supportive of all employees. Find Dylan at https://carbertwaite.com/calgary-lawy... Andrea is an HR Consultant and can be found at www.thehrhub.ca

Career transitions are an inevitable part of anyone's employment  journey. It can be a promotion but also termination. The termination  side is typically where career transition or outplacement comes in.   This week's guest, Kim Spurgeon, is Sr VP Canada, Transition and  Mobility with LHH Knightsbridge.  LHH Knightsbridge is one of the  leaders in helping employers navigate career transitions.  She has been  in that business much of her career and has an impressive depth of  knowledge and experience.  She shares:  ☺️ Terminations can be done with empathy.  ⚡️ Elon Musk and Twitter are a master class on what NOT to do.  ⚖️ Career transitions can also help mitigate the risk of being sued by  employees - see the video below.  🏆 Career transition services can also help you manage your brand as an  employer.   `🪃Also, with the jobs market the way it is, career transition can keep the  door open for boomerangs.  These are the employees who leave you, but  come back again with valuable skills and knowledge! Find LHH Knightsbridge and Kim at www.lhh.com   I (Andrea) am an HR  Consultant in Western Canada.  Find me at www.thehrhub.ca

We all have biases and you might not be aware of yours. It's part of our most primitive brains so we aren't going to get rid of it. The only thing we can do is be aware and manage it. In this video I speak with Dr. Helen Turnbull CSP. She has been digging into the topic for a long time - long before it (and DEI) became such a key HR issue. She did a TEDx on inclusion in 2013. So props to her! Here are some of the things she shared: 🏳️ If you've ever been rude to an overseas call centre representative because they aren't on your continent, check your bias. Are you REALLY that open-minded and unbiased? 2️⃣ Confirmation bias and pattern recognition bias are two of the most prevalent examples of unconscious bias in the workplace. Unchecked, either will lead to poor decision-making, missed opportunities and sub-par business performance. 😇 The only way to minimize the impact of unconscious bias is to bring it to our conscious awareness. She suggests saying "Let's not make that decision until we check our biases." Find Helen at https://drhelenturnbull.com/ Andrea is an HR consultant in Western Canada and you can find her at https://www.thehrhub.ca/