4 ms·

"HR does not operate with your interests at heart, do not talk to them." -- Anonymous

clinta 7y ago
Be smart enough to determine if your interests align with the company's interests before talking to HR. Sometimes they do.
- protomyth 7y ago
  Yeah, HR is a dangerous tool. Know the rules and intent before using. Frankly, if you are to the point where HR is even in the conversation, then you really need to have a large financial incentive to stay around. The reward better be worth the risk.
- jmpman 7y ago
  HR is not in your interest. They are only looking out for the company. They will protect illegal actions by the company if you are raising issues. See how Wells Fargo HR was complicit in their recent scandals.
- owenmarshall 7y ago
  That’s a dangerous thing to try. We like to think we are smart but even the lowest level HR person knows things that aren’t even on our radar. Ever had a complaint made against you? Possibly - maybe it was quietly filed away. Ever wonder if people are paying attention to when you come into the office? They are. I went through an outsourcing at my last job and for nine+ months the only people that knew it was coming was executive leadership, the CIO, and his HR staff. HR is risky because they have hidden information in spades. The interests you think align might not after all.
reureu 7y ago
But the legal system expects that you go to HR and that they act appropriately when you report certain things. So, I'm not sure the "do not talk to them" is always correct. Scenario A: your job sucks, and you don't see a future there. Your boss constantly undermines you, doesn't give you credit, gives you a workload harder than any reasonable employee could work. Scenario B: your company is doing something illegal, and you pointed that out to your manager. Your manager started undermining you, not giving you credit, uninviting you to meetings about your work. Now your job sucks and you don't see a future there. In Scenario A, you should just leave. HR isn't going to fix the problem, they're just going to throw their hands up, tell you to work through it with your manager, and then quietly label you as a difficult employee. You're probably on a track to be laid off or PIP'd in the next cycle, so might as well either learn to shut up and take it, or get out. Scenario B, you should absolutely tell HR. HR won't do anything, or they'll make your life worse. But that's exactly what you need to have happen to build a case. Depending on the severity of the situation (i.e., how pervasive and illegal the activities are), HR's inactions could be worth hundreds of thousands of dollars to you.

Be smart enough to determine if your interests align with the company's interests before talking to HR. Sometimes they do.

protomyth 7y ago
Yeah, HR is a dangerous tool. Know the rules and intent before using. Frankly, if you are to the point where HR is even in the conversation, then you really need to have a large financial incentive to stay around. The reward better be worth the risk.
jmpman 7y ago
HR is not in your interest. They are only looking out for the company. They will protect illegal actions by the company if you are raising issues. See how Wells Fargo HR was complicit in their recent scandals.
owenmarshall 7y ago
That’s a dangerous thing to try. We like to think we are smart but even the lowest level HR person knows things that aren’t even on our radar. Ever had a complaint made against you? Possibly - maybe it was quietly filed away. Ever wonder if people are paying attention to when you come into the office? They are. I went through an outsourcing at my last job and for nine+ months the only people that knew it was coming was executive leadership, the CIO, and his HR staff. HR is risky because they have hidden information in spades. The interests you think align might not after all.

reureu 7y ago

But the legal system expects that you go to HR and that they act appropriately when you report certain things. So, I'm not sure the "do not talk to them" is always correct. Scenario A: your job sucks, and you don't see a future there. Your boss constantly undermines you, doesn't give you credit, gives you a workload harder than any reasonable employee could work. Scenario B: your company is doing something illegal, and you pointed that out to your manager. Your manager started undermining you, not giving you credit, uninviting you to meetings about your work. Now your job sucks and you don't see a future there. In Scenario A, you should just leave. HR isn't going to fix the problem, they're just going to throw their hands up, tell you to work through it with your manager, and then quietly label you as a difficult employee. You're probably on a track to be laid off or PIP'd in the next cycle, so might as well either learn to shut up and take it, or get out. Scenario B, you should absolutely tell HR. HR won't do anything, or they'll make your life worse. But that's exactly what you need to have happen to build a case. Depending on the severity of the situation (i.e., how pervasive and illegal the activities are), HR's inactions could be worth hundreds of thousands of dollars to you.