HR blind spots

I recently started blogging, and there’s so much pressure! I’m not talking about the pressure to come up with new ideas, or even the pressure to actually write. Like my namesake, Anne of Green Gables, I’ve always got something to say. I’m not even that worried about how people will react, or if they’ll read it. So far, the response has been positive, and I’m enjoying writing for its own sake. If no one else reads, I’m learning more about myself as I blog.

So what’s the pressure? The technology! My poor little blog site (https://hrunderground.wordpress.com/, in case you are interested) looks so barren compared to other sites. Check out https://hrjazzycom.wordpress.com/ for a comparison. The widgets! The gifs! And don’t get me started on folks like https://tamaramrasberry.com/ with her own name as her url! (Plus, these are excellent blogs to follow.)

I’m technologically challenged. I don’t understand widgets, and while I appreciate others’ use of gifs, I don’t seem to have the knack for finding the right ones. I have a feeling that this lack of tech is going to eventually hurt my ability to build up a serious blog following, and if that becomes important to me I’ll have to enlist some help.

For now, it’s not hurting me professionally to have a relatively blank blog home. Folks will follow for content or they won’t. It’s something I’m doing for myself and for the profession, but it’s not my primary job.

My lack of technology can hurt my primary job, though, and if it does, it’s not me personally that’s hurt. It’s the employees in my organization who rely on my HR expertise when it comes to recruiting, onboarding, benefits, payroll, learning and development, and every other part of their employee experience. I cannot allow my luddite tech skills to interfere with their positive experience.

For example, when it comes to performance management and reviews, I’m much more interested in the content than how employees interact with the HRIS system. I’ll spend hours tweaking a form to get the wording just right, and train employees and managers on how a rating system works. After all that work, I will let them sink or swim when it comes to actually entering information. Because I know this about myself, I have to pay even more attention to the technology that my staff uses for HR related functions, whether it’s how to change their address in the HRIS or how to access virtual learning and development. I love content, but process matters.

What’s your HR blind spot? Maybe you love technology, but you hate checklists and the admin of benefits. Do your employees hesitate to bring you their benefit questions? Maybe you love employee relations, but learning and development isn’t your thing, so you leave it to managers to develop their employees with little or no support from you. We all have the things we love and excel at, and things we have to force ourselves to pay attention to.

I’m thankful for my HR tribe who are a ready resource for me, always ready to share their knowledge. My tribe offers me opportunities to learn and even opportunities to see things in a new light. How are you leaning on your HR tribe to help overcome your HR weaknesses?

2 thoughts on “HR blind spots

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s