Workplace advice: An ambitious new human resources manager collides with an entrenched corporate culture.
When an 8 company contracted with me to create their affirmative action plan, the CEO liked my work and offered me a job. Since the offer included a good salary and company-paid medical insurance for my kids as well as myself, I said yes.
Next, I implemented a hotline, not realizing at the time the trouble that would cause. The hotline thrummed with complaints, many coming from the North Slope personnel. I talked with the CEO about my taking a trip north so I could conduct an onsite review and then take the requisite action to fix what I found. The CEO shot me down, letting me know the North Slope project managers made money for the company and I was to support them, not be their monitor.
If you’re fired, it may be because you’re trying to do the right things in the wrong way. Here’s what you need to realize: You’re not in charge; you work in a support capacity. You need to drop words like “insist” from your vocabulary and ramp up your diplomacy skills so you can accomplish your work through other people.
Second, he may not realize the risk the hotline complaints pose to his company if they’re not addressed. HR professionals need to make the costs tangible when they identify problems created by managers who make money for a company. In a recent situation, I presented a CEO with a Los Angeles Times article that described a jury award of $464.
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