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Common mistakes every HR Manager should avoid

Correcting 1870721 960 720

Correcting 1870721 960 720

To err is human, yet frowned upon when you are in a position of power – in this case, as an HR manager. It’s difficult to admit that somebody who leveled up to the management position, can make common mistakes. But, after all, we are all human, and because of various factors, such as burnout, tiredness, and even kindness, even those in the HR management can produce blunders.

However, some of them can be easily overlooked, since they do not provoke any noticeable damage. Yet, there are some common mistakes that are not observed in the beginning and they continue to develop themselves becoming actual problems. 

Below you can find 3 areas where common mistakes are made by HR management and why they should be avoided.

 

1. Recruitment mistakes

 

People are at the core of a business, thus making recruitment one of the main scopes of the HR department. However, there are some common mistakes that the HR manager can do when it comes to this:

 

  • Hasty hirings

 

The position has been opened for a while and pressure is coming from the upper business management to fill it. Unfortunately, the perfect candidate hasn’t been found for this position, yet the HR manager will pick the one who has some skills, lacks other. Unfortunately, hurrying is a common mistake, because there are high chances that the person will not perform as expected or even worse, will quit because their expectations won’t resemble with the reality. 

Although it can be exhausting to keep searching for the best candidate, it might be the best option you have – after all, people are the core of the business and through them, the company will grow.

 

 

  • Intimidating candidates

 

Unfortunately, another common mistake performed by HR managers is to intimidate candidates during the interview. This can be done either through the overall attitude, tone of voice, the way questions are asked or the body language.

However, by imposing like this, you can lose a candidate that would be a perfect match – after all, their first impression of the environment will be based on this interview, and if the HR manager won’t be able to adopt an attitude that reflects the company’s culture, the candidate won’t be interested into finding out more.

 

 

2. Internal communication mistakes

 

Although the HR department is known for having a way with words, one of the most common mistakes HR managers do is the way they communicate either with their teammates or with members from other departments. For instance:

 

  • Not showing impartiality 

 

It’s perfectly human to have favorites, but as a professional is your duty to stay unbiased and to avoid showing who do you prefer. Showing off will affect other employees, who will feel undervalued, and will start under performing or even leaving the company. 

 

  • Delegation mishaps & micromanaging

 

As an HR manager, one of your daily tasks is to give your employees tasks to work on. However, when you do not delegate adequately, or you scare off your employees, you might encounter plenty of hiccups later. Moreover, another common mistake is micromanaging – after delegation, you check up on your employees at every step.

The best way to overcome this is to set a clear view of the task, with a scheduled deadline. Also, in case they have questions and you are not available to answer them, the best option is to recommend someone else to help.

 

 

3. Internal policies

 

 

  • No policies 

 

Although the way the company’s culture is reflected outside is on the marketing department’s desk, the way it looks on the inside is one of HR management’s prerogatives. Common mistakes include not having policies regarding holiday or medical leaves, attendances, remote working, behavior rules – especially regarding harassment. This way, in case something happens, there is no policy to be followed, therefore an issue that could have been easily solved will become a problem.

 

4. Overlooking an internal HR audit

 

We wrote about the reasons why you should schedule an HR audit in our previous article. However, to reiterate, it’s important to do it as often as possible, because it will show gaps and potential problems regarding all the department’s dimensions. Moreover, an audit scheduled by a third party will help you solve the policy issues as well.

Other common mistakes

There could be plenty of actions (or lack of them) that are considered common mistakes and should be avoided, but apart from what was mentioned below, HR managers should also avoid:

  • To befriend employees and forget to maintain the professional curtain
  • To make unrealistic promises 
  • To make hasty promotions
  • To disregard training
  • To fail into documenting or adopting disciplinary actions

Being aware of these common mistakes and avoiding them will streamline any potential issue that can arise and will also protect the company from other damage. However, it’s true, everyone can make mistakes, but it’s highly important to identify them as soon as possible. 

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