3 Work Problems HR Can’t Solve for You: Insights from an HR Professional

Amy Lentz is the chief people officer at Toms Shoes, and she posts HR content on social media.
While HR departments can be helpful, they can't fix your problems unless you help yourself first.

The role of Human Resources (HR) is often seen as a catch-all department capable of solving any and all workplace problems. While HR professionals are integral to maintaining a healthy, productive workplace, there are certain issues that fall outside their jurisdiction or require a collaborative effort between employees, managers, and HR.

Here are three common work problems that highlights by Amy Lentz, the chief people officer at Toms Shoes, in conversation with Toms and founder of Hack Your HR in Los Angeles. Where she triggred the work issues HR cannot solve alone, but instead require proactive participation from employees and managers.

“I’ve been the Chief People Officer at Toms Shoes for four years, overseeing the essential functions of human resources such as recruiting, onboarding, and succession planning.”

“In 2023, I launched Hack Your HR, creating short-form content in the HR space. Through my Instagram videos, I provide advice to help people advance in their corporate careers and share insights into the intricacies of HR operations.”

“I aim to empower people to advocate for themselves at work, use effective communication with their managers, and seek the necessary support when they’re not receiving it.”

While HR can address many issues, it can’t resolve every problem an employee might face. Here are three areas where taking your concerns to HR might not be the best use of your time:

HR Can’t Make Decisions Alone: HR departments vary in their tasks, but typically, they act more as advisors rather than decision-makers. For instance, if you seek a promotion and your manager declines, appealing to HR might not yield the desired result. HR can recommend based on compliance and compensation guidelines, but final decisions often lie with executive leadership or finance, not HR.
HR Can’t Guarantee Your Growth: HR must align with the department’s needs, which may have different priorities that don’t accommodate your growth ambitions. It’s essential to be clear about your career goals and discuss them with your manager during performance reviews. HR should transparently communicate whether a promotion is feasible, considering factors like company profitability, hiring freezes, and performance feedback.
HR Can’t Advocate for You Without You: Many employees assume that HR will proactively offer promotions or opportunities, but self-advocacy is crucial. Those who actively create growth plans and communicate their ambitions clearly tend to advance further. When you join a company, have an informational conversation with HR to learn about available resources, the performance review process, growth opportunities, and any unpublicized programs.

HR can’t do everything for you, but with active participation and clear communication, they can support your career development to the best of their ability.

1. Career Development and Personal Growth

The Myth of HR as Career Architects

HR departments are often perceived as the architects of employee careers. While they can provide resources, training, and guidance, the onus of career development ultimately falls on the individual employee. HR can facilitate opportunities, but it cannot chart out a career path for every employee or guarantee promotions and advancements.

Taking Ownership of Your Career

Employees must take ownership of their career development by actively seeking opportunities for growth, setting personal goals, and pursuing continuous learning. Here are some steps employees can take:

Self-Assessment: Regularly evaluate your strengths, weaknesses, interests, and values to understand what drives you and where you want to go.
Set Clear Goals: Establish short-term and long-term career goals. Break them down into actionable steps and milestones.
Seek Feedback: Regularly seek feedback from supervisors, peers, and mentors to identify areas for improvement and opportunities for growth.
Pursue Learning: Take advantage of training programs, workshops, and online courses to acquire new skills and knowledge.
Network: Build relationships within and outside your organization. Networking can open doors to new opportunities and provide valuable insights.

The Role of Managers in Career Development

Managers play a crucial role in supporting employee development. They can provide guidance, mentorship, and opportunities for growth. However, it is essential for employees to take the initiative and communicate their aspirations and goals to their managers. Here are some ways managers can support career development:

Regular Check-Ins: Schedule regular one-on-one meetings to discuss career aspirations, progress, and development needs.
Provide Opportunities: Offer challenging projects, assignments, and roles that align with the employee’s career goals.
Encourage Learning: Support employees in pursuing training and development opportunities, both within and outside the organization.

2. Interpersonal Conflicts and Workplace Relationships

HR as Mediators, Not Magicians

Interpersonal conflicts and strained workplace relationships are common challenges in any organization. While HR can act as mediators and provide conflict resolution strategies, they cannot resolve every interpersonal issue. Employees must take responsibility for managing their relationships and addressing conflicts constructively.

Strategies for Resolving Interpersonal Conflicts

Effective conflict resolution requires active participation from the individuals involved. Here are some strategies employees can use to manage conflicts:

Communicate Openly: Address conflicts directly and respectfully. Open communication can help clarify misunderstandings and resolve issues.
Listen Actively: Listen to the other person’s perspective without interrupting. Empathy and understanding can go a long way in resolving conflicts.
Seek Common Ground: Identify common interests and goals. Focus on finding mutually beneficial solutions rather than assigning blame.
Use “I” Statements: Express your feelings and concerns using “I” statements to avoid sounding accusatory. For example, “I feel frustrated when deadlines are missed.”
Set Boundaries: Establish and respect personal boundaries. Clear boundaries can prevent conflicts from escalating.

The Role of Managers in Conflict Resolution

Managers can support their team members in resolving conflicts by creating an open and inclusive environment. Here are some ways managers can facilitate conflict resolution:

Foster Open Communication: Encourage team members to share their concerns and grievances openly and without fear of retaliation.
Mediate Impartially: Act as neutral mediators to facilitate discussions and help team members find common ground.
Set Clear Expectations: Establish clear expectations for behavior and performance. Clear guidelines can prevent misunderstandings and conflicts.
Promote Team Building: Organize team-building activities to strengthen relationships and improve collaboration.

3. Work-Life Balance and Personal Well-Being

The Limits of HR in Achieving Work-Life Balance

HR can implement policies and programs to promote work-life balance, such as flexible work arrangements, wellness programs, and mental health support. However, achieving work-life balance ultimately requires individual effort and discipline. HR cannot manage every aspect of an employee’s personal life or ensure they are taking care of their well-being.

Strategies for Achieving Work-Life Balance

Employees must take proactive steps to manage their time and prioritize their well-being. Here are some strategies for achieving work-life balance:

Set Boundaries: Clearly define work and personal time. Avoid checking emails or working during personal time.
Prioritize Tasks: Focus on high-priority tasks and delegate or defer lower-priority tasks. Effective time management can reduce stress and improve productivity.
Take Breaks: Schedule regular breaks throughout the day to rest and recharge. Short breaks can improve focus and prevent burnout.
Practice Self-Care: Engage in activities that promote physical, mental, and emotional well-being. Exercise, meditation, and hobbies can help reduce stress and improve overall well-being.
Communicate Needs: Communicate your work-life balance needs to your manager. Seek support and flexibility when needed.

The Role of Managers in Supporting Work-Life Balance

Managers can play a vital role in promoting work-life balance by creating a supportive and flexible work environment. Here are some ways managers can support their team members:

Model Balance: Lead by example and demonstrate a healthy work-life balance. Avoid sending emails or working during non-work hours.
Encourage Flexibility: Offer flexible work arrangements, such as remote work or flexible hours, to accommodate employees’ personal needs.
Provide Support: Offer resources and support for mental health and well-being. Encourage team members to take breaks and prioritize self-care.
Recognize Efforts: Acknowledge and appreciate employees’ hard work and contributions. Recognition can boost morale and motivation.

Conclusion

Human Resources is a critical department that provides support, resources, and guidance to employees. However, there are certain work problems that HR cannot solve alone. Career development and personal growth, interpersonal conflicts, and work-life balance require active participation and effort from employees and managers. By taking ownership of their careers, managing conflicts constructively, and prioritizing well-being, employees can overcome these challenges and thrive in their professional lives. Managers, too, play a crucial role in supporting their team members and creating a positive work environment. Together, employees, managers, and HR can build a workplace that fosters growth, collaboration, and well-being.

For a deeper insight into the evolving workplace paradigm, stay tuned to PeopleManager.co.in.

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