Ah the old familiar dumping line. The line that says, quite loudly, I just don’t like you anymore, I don’t get you and I’m not interested in you any longer. Painful to hear and yet commonly used. How is this relevant to HR you might ask? Well, in the minds of Fresh Seed people, VERY!
All too often we hear the familiar lines, well we don’t really have an HR function, we find them boring, or we have contracts so we don’t really need anything more. And then we feel like the desperate needy one, as we try to explain that HR just isn’t only legals but so much more, to an audience who in the most part have made up their minds and moved on. So for those who are interested let me give you a little more insight into what the function can do:
Why is this a thing? Imagine you have a TV show to film, edit and submit. The staff have enough to do to get the programme in the can, the pressure to submit in time and in budget. There are issues with staff but because of the overwhelming pressures to get the job done, your producers, directors and the rest of the crew just have to get on, there’s no time to listen to issues – even those inside work – so you ignore them. Everyone is unhappy but it’s just the nature of the business.
So here’s an alternative, because we know HR on site doesn’t work. How about you re-arrange the headcount to include someone who understands the filming process, AND is purely there to manage the people. A programme manager if you like. When you plan out your budget, look at who you’re taking on, differently – what roles can you fill with a less experienced person so that ultimately the budget is stretched to include this extra role. By doing so your load will be lighter because you’re not dealing with the management of people, your duty of care is adhered to, and you start to get a reputation for being the great team to work with because, you actually considered the humans in the room not just the roles that get the job done.
Duty of care
One of the most common phrases used by Fresh Seed. It seems no-one understands it’s not just about physical injury but well-being too. And no well-being is NOT fluffy. The industry has, a huge Mental Health issue – the recent UKIE census results found that 31% of those who responded had Mental Health issues, in an industry that is male dominated this is a significant concern and we believe only the tip of the iceberg for the industry as a whole. So your duty of care is serious. In all likelihood it’s the next MeToo issue waiting to rear it’s tragic head. Duty of Care is paramount. You need to plan it into your workforce, your policies and your behaviours. All the issues around Diversity & Inclusion, around managing people, around avoiding legal issues and changing your behaviours come down to your Duty of Care. If you’re baffled about what that means for you, get in touch and we’ll talk you through it.
Stop, don’t leave, this bit is more interesting than you think! Ok so it’s probably not that interesting but to us it’s another key area that with improvement overcomes so many gripes and moans and ultimately the issues you leave at HR’s doorstep to unpick.
Imagine if someone were to audit your processes and make your working life easier. Why wouldn’t you take it? We know, because you don’t know it exists, except it does, in your HR function.
The School of Misinformation
We think at Fresh Seed, that there’s something you don’t know about, something that HR has been hiding and you’ve not known to ask. We call it the “School of Misinformation” because you only ask and seek to find out about the stuff you know about. And somewhere in your heuristics – your brain short cuts – you haven’t found out about how to really manage people. Probably you don’t really care about it, because you do the job you do and managing people is just a small part of it. That’s where we come in; for us we know People Management is actually a science, an art and a skill set that you might find is more interesting than you thought. So here’s a little task, listen to a podcast, or watch a TED talk about managing people and then come back and talk to us about what you didn’t know was involved in this process.
We LOVE managing people at Fresh Seed. We see it as an art form and science all rolled into one. For us the art is in the behavioural sciences we use and the legal frameworks of employment law, plus a little bit of process know how. We know all of this as Organisation Design & Development and we think when it’s framed this way it’s much more accessible than HR.
We also think that much of stuff that’s left at HR’s doorstep are things you can’t deal with or don’t know how to and that’s how HR ended up with the reputation it has, because it seems to own the problems you just can’t get your head around and frankly, to you it’s probably really boring!
So perhaps, if you’ve read this you’ll get curious about the HR function and talk to us differently, and perhaps explore what we can do, or give us a call and find out more about this mysterious world you thought was all bad.