Solve. HR are experts in having difficult employee conversations on your behalf. So what make us experts?
Here are five things you should look for in a HR expert;
1- Knowledge of Employment Law, but not just knowledge, experience of applying the Law. Anyone can read the statute or go to a mock Employment Tribunal, a true HR Expert, has proven experience of applying the legal principles in real life employee situations.
2- An expert has empathy and commerciality in equal measure. It is important to us at Solve that as HR experts, we can empathise with the journey you have been on as an entrepreneur, founder or business owner and understand the hard graft and blood sweat and tears that you have put into your business. Often this results in frustration and disappointment when an employee has then let you down. However, as an expert, empathy allows us to put the shoes on the other party’s feet and look at how we can resolve the situation and what might have motivated the behaviour in the first place. This approach solves problems.
3- A HR expert can communicate with ease and influence the situation to return the best outcome for all. HR experts should be able to relate to all types of employees by being direct, honest and even where appropriate using fun to lessen intense situations and bring perspective.
4- Both the business owners and employees should be able to feel like they can trust an HR expert. This can be a difficult balance to achieve as balancing business priorities and being the organisation’s moral compass does not always align. However, a true HR expert will manage this balance with grace and ease, whilst appreciating it is not always possible to please everyone, they will know that the ‘bigger picture’ is always the most important one for everyone involved.
5- Responsiveness- an important element of building trust and being a successful HR expert is doing what you say you will as quickly as possible. Most often ‘people issues’ are of a sensitive nature and therefore at the top of the list for employees and managers for causing the most angst. Ultimately, therefore, dealing with these issues quickly or if resolution will take some time, the HR expert should consider themselves akin to a customer services complaints executive and they should take responsibility for regularly updating management and employees on progress to assure them the issue is being dealt with.