Study results published in an article on Inc. revealed shocking statistics surrounding the perception of HR by employees. A whopping 37% of them admitted that they wouldn’t report sexual harassment in the workplace, while 43% would think twice about reporting discrimination.
Considering that the purpose of HR is to support the workforce, why is that so many people have poor perceptions of this department?
Stats like this translate into serious repercussions for the business. Diminished loyalty in the workforce, high employee turnover, bad brand PR, low levels of engagement, and poor resident care are just some of the problems that employers in senior living may experience.
For the benefit of the sector, as well as the employees and companies who rely on great HR teams to represent their voices, transforming this subpar reputation is critical.
Findings From The Study – Uncovering HR Perceptions
Some of the eye-opening points that the study brought up was that:
- Nearly half of workers won’t report incidents as they believe they will be met with revenge or unfair treatment
- 39% think that HR won’t give them fair treatment
- Female respondents, in particular, believe that their grievances would be ignored
- Money matters are more likely to be reported, with 82% of people saying they would approach HR for help
- Only 31% of employees would take a poor managerial decision to HR
- Under 30% would discuss being passed over for a promotion with HR
- Nearly half of people think that HR is not trustworthy and that it focusses on procedures over people
- 42% of respondents said that HR did not have the information they need readily available
- Just 55% of employees think that HR provides valuable career planning advice
- Almost 70% of the respondents believed that HR would not back the employee
4 Ways To Transform HR’s Bad Reputation
The reality is that HR is a crucial addition to any business structure, and it not working well can signal bad things to come in other facets of the community. Let’s look at four ways to remedy this.
1. Set Regular Feedback Sessions
HR should gather continuous feedback from and build relationships with employees. Communication shouldn’t only take place annually or when the employee is up for a review. Treating feedback as a constructive, ongoing process shows employees that the doors are open to discussions and signals that you value their input.
2. Tackle Challenges, Don’t Avoid Them
When a department is not achieving its goals, it’s easy to make excuses to account for the shortcomings. However, if that’s the case, and the current way of doing things isn’t working, then reconsider the setup and processes that the department follows. It’s no use trying to change the results using the same method of execution.
Instead, get the team to put their heads together and come up with innovative ways to work more efficiently. Department heads often overlook what some of the more junior members of the team have to offer in terms of improving methods.
3. Walk The Talk With Company Values
When potential employees research your community before applying for a role, they will probably read up on the values you claim to uphold. This lets them know what they might expect from working there and if these values align with their own.
Failing to integrate the values into everyday working life can be a contentious point where the business falls short. On the other hand, implementing them to provide the workforce with a sense of purpose and value can assist in creating a strong company culture. It is up to HR to ensure that the business is upholding what it purports to be.
4. Be Supportive Rather Than Obstructive
When employees have an idea to contribute to the workplace in some way, this can provide them with a sense of belonging. For example, they may express interest in reaching a certain managerial position within the business, despite not seeming to be an obvious contender for the position.
Where HR can fall short is to not hear the person’s ideas out, or reject it without cause or alternative.
Instead, listen to what the person is hoping to achieve and together figure out what they want. If there appear to be flaws in their reasoning, gently bring this up and suggest new ways for the person to get there. They may not have the right information on hand, or perhaps HR has the tools to help them better achieve their aspirations.
These statistics reveal a sad story. HR departments need to support both the employees and the company so that there’s a safe and engaging environment to work in. Only when employees feel secure and supported can they go on to provide the residents with the level of care that they deserve.