Is HR Just Dying to Ambush You?

http://www.michaelpage.com.sg

Did you not catch the “Evil” part of my name?? Ambushing is something we plan just after we’ve cackled, “I’ll get you my pretty!? And your little dog, too!”? (Although the line about the dog is only applicable in limited situations.)

I’m wondering why you’re having so many meetings with HR in the first place.? Sure, HR calls for meetings to discuss goal-planning, succession planning, staffing and other business functions, and if your HR person isn’t producing an agenda for those meetings, she’s a bad project manager

But, I suspect these meetings are about performance issues. If so, here is what is going on, from an HR point of view.

First, the second person is there to be a witness.? HR never, and I truly mean never, wants to deal with a? sensitive personnel issue, such as giving an employee a formal verbal warning,? without a witness and documentation of the meeting. Documenting is usually as simple as making notes and dating them, or typing up the conclusions and e-mailing it to the people at the meeting.? Why?? Because (and I don’t mean to burst your bubble) employees sometimes lie.? Or they may perceive that something happened and be wrong about it. Imagine the HR officer says to you, “Steve, your performance has been suffering lately.? I’d like to discuss what we can do to help you get on track.” She may speak in a calm manner, but you may be so upset that what you remember is this crazy woman screaming, “Steve, you’re an incompetent fool!? I’m going to fire you if you so much as put one toe out of line!”? Having a witness and documentation helps keep the record accurate.

Now, for the record, I totally disagree with bringing two HR people to such meetings. A manager should come, with one HR person. Managers earn more because they’re supposed to be handling these tough performance issues. HR is supposed to coach the manager on how to present the bad news and work out a solution. But some managers are super-wimpy and want HR to handle the dicey matters entirely.? That’s another pet peeve — and another topic.

So, why the ambush? Well, imagine receiving this agenda, along with the appointment:

1. Performance Problems of Steve Jones
2. Why Steve is frequently absent from his desk and unreachable via cell phone
3. Why Steve’s PowerPoint presentation for the big client meeting had typos in 36-point font
4. Steve’s crude jokes in the cafeteria (re: Jane Smith)
5. Steve’s wardrobe problems
6. Suggestions for improving Steve’s hygiene

By the time you met three days later, you’d be so angry and defensive that a productive discussion would be difficult, if not impossible. HR is actually trying to avoid that as much as possible.

It’s perfectly acceptable to ask the purpose of a meeting. HR should be willing to describe in general terms like, “It’s a meeting to discuss performance issues.” If you suspect it could get ugly, it’s also acceptable for you to ask for a witness of your own. (Be prepared: HR probably won’t like that and may say no.)

Keep in mind, though, that HR isn’t out to get you.? We’re out to help the business (or at least, we should be), and that sometimes involves helping employees learn better skills. Or it sometimes involves showing employees the door.? But most of us aren’t trying to ambush you.? We’re just trying to deal with unpleasant issues in the least offensive, most productive way possible.