Make Yourself Part Of The Solution

I was going to write about the inauguration today but I got so bored halfway through it, I started over on a new topic. I just don’t have anything interesting to say about it other than I am about a billion times more concerned about what happens after today. The ceremonies and all that are nice but I could really care less. When the hammer hits the metal, that’s when I perk my ears up. Today is window dressing.

See? Not interesting at all. So what t0 do instead?

Have you ever heard that phrase “if you aren’t part of the solution, you are part of the problem”? I know I have. Especially from condescending business minds who believe they are the solution and everybody else is the problem. I don’t buy that this is always the case but I do think it is particularly important during tough economic times. If you don’t know if you are part of the solution, if you don’t know if you’re adding value to the organization, you’re not part of the solution and you’re not adding value.

In this economy, in this employment environment, you better be part of the solution. Even though many people feel proper management of employees during this time is critical, HR is often left out of important meetings. And if you’re a regular reader of my blog, you know why this happens. HR often fails to bring value, they put up roadblocks to business success, they look for pr0blems instead of solutions and really, that last one is critical. If you’re in a department that isn’t solution oriented, then who cares what you have to say?

The biggest push back I get from other HR practitioners about this is that management won’t allow them to be part of the solution. Wah wah wah! Do what other departments do:

1. Invite yourself to meetings – If I waited for an invitation,  I am not getting one most of the time. When you hear of a meeting about staffing levels, budget conversations, etc… HR goes. This is something HR needs to be persistent on. Even if you’re rejected from attending those meetings nine times, you go the tenth.
2. Do things without being asked – Being proactive is tough, isn’t it? Trying to anticipate what people need before they know they need it.  What I’ve found helpful is thinking about decisions I would need to make as a business manager and then gathering the information as if I were that person.
3. Know your employees – And I don’t mean slinking through their personnel files either. You need to be actively involved in interacting with other employees outside of the HR department. I am amazed as how often HR is isolated from other employee groups.

The key to all of these things? Be assertive! It isn’t super complicated, it doesn’t take a lot of smarts, it just takes HR being interested and engaged.