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HR managers have a lot of responsibility. You are tasked with ensuring the human resources department runs smoothly and managing functions such as payroll and benefits. There is also little margin for error when working with sensitive information. Therefore, it’s important to avoid making mistakes.

Here are some of the worst mistakes HR managers should avoid:

1. Sharing confidential information

Privacy is of the utmost importance in human resources. As an HR manager, you know a lot of personal information about employees, and you can ill afford to share this information. Data, information, and documents need to be kept confidential at all times, and you need to avoid making comments that could breach an employee’s privacy.

2. HR managers being close friends with staff

There is a fine line between having a great relationship with your staff members and maintaining management authority. Often, it’s difficult to draw the line between co-workers and friends, especially if you work closely. HR managers need to draw the line and avoid being too social with staff members or they risk losing authority over their employees. You could also have issues with people believing you are playing favourites with certain employees.

3. Not having a strong recruiting process

One of the many responsibilities of an HR manager is hiring. Some will argue it is your top priority. Therefore, it’s essential you have a strong and thorough recruiting process to ensure you attract and hire the best candidates each time a position needs to be filled. Making hiring mistakes is costly.

4. Micromanaging

You have a team for a reason. Your role is to delegate work to your HR staff, and micromanaging them during every step of the work process is not beneficial for you or them. You will waste valuable time during your day that you need to spend on other things, and you risk suffocating employees and not allowing them to grow and become dependable.

5. Lack of clear policies

All HR departments need to have clear guidelines to establish organizational standards. Waiting for a situation to arise and then dealing with the situation in real time and interpreting a solution is not advisable. You need to have a written policy for all foreseeable situations in the workplace.

6. Poor training programs

Employee training is vital to ensure all team members are ramped up and on the same page. Training and coaches help employees fully understand company expectations, help them improve their skills and help them become more engaged.

Read more tips for HR managers:

5 Tips to Simplify Your Company’s Payroll

Tips from HR: 5 Proper Steps to Take When Laying Off an Employee

4 Ways to Tell If You Have Strong Employee Relations

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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