Michael O’Leary, CEO of Ryanair, in his first customer tweet session yesterday, came in for heaps of abuse, particularly when he replied to one female tweeter, ‘nice Pic. Phwoar!’
Makes you wonder, but later he did say something of note that didn’t entice ‘sexist pig’ replies. He said he wanted Ryanair to stop doing things that unnecessarily pissed people off. He was talking about his customers, but that would be a very good maxim for companies to adopt when reviewing their internal people management systems. So many are shooting themselves in the foot by implementing bureaucracies, rules and policies, dressed up as systems, that are pissing their people off. And HR is a lead contributor in this charge. We have unlimited stories lined up on the runway about the absurd things companies continue to do that actively contribute to staff disenfranchisement and the resultant high staff turnover.
This week we saw a call centre staffer take off her shoes when the temperature went over 35 degrees. She got an email within 15 minutes from HR instructing her to put them back on. The boss of a regional TV network couldn’t advertise for a new cameraman because the ad would cost over $1k and that needed budget committee approval. That committee met once a month and he would have to wait 20 days for approval, guaranteeing a future vacancy and over $5k spent on temps. (Temps didn’t need budget approval). Whether it be a barrage of employee tests, compulsory and ineffective learning, the denial of basic rights, or just failing to treat people with a level of respect; our wicked spies collect more absurd stories every day.
Maybe in this age when corporate waffle is rolled out constantly, using worn out and nano-second thought terms like ‘people are our greatest asset’; that possibly HR should instead have one simple mantra. ‘Don’t piss our own people off!’
If we were to start every project and process from that beginning, focussing on our own people first, then we are sure to see HR become a powerbase contributor towards company results, because decreasing staff turnover is worth an awful lot of money.
I was working for a large investment bank in Pennsylvania as contractor. The bank offered me a full time position, when they asked me for salary requirements I asked for “x”, which was basically my hourly rate staggered out to an annual basis. They counteroffered with “including all the benefits it’ll add up to x.” The counteroffer was really only suitable for a grad fresh out of school who still lived with their parents and didn’t need to support themselves. I had a wife at home and a baby on the way. For my background check they demanded W-2s as proof of employment from a firm I had worked at 8 years before that had since gone out of business. After ransacking my house I couldn’t find that year’s tax returns so I threw my hands up and yanked my application. Weeks later the bubbly HR rep contacted me asking me to come into the office where she again requested me to pull 8 year old W-2s out of a bodily orifice to “get my application going again”, obviously never bothering to check that I had given up. She seemed flabbergasted like the paper-pushing windbag she was.
I worked as a contractor for another year and then left for a higher paying position somewhere else. The bank ended up not hiring anybody anyway.
Hi Jay, Sounds like you did the right thing in the end. There is no doubt that bureaucratic check processes in recruitment are off-putting good people rather than attracting them.
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