Do What You Say You're Going To Do

Brian Beck PHR, MHROD
July 6, 2009 — 2,152 views  
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I don't know about you, but being in the HR business for over 16 years, I am beginning to grow weary of learning about organizations that simply don't follow through with the culture concepts that they espouse and promote as dear to their hearts.  What does your organization say about these areas?  Are your Mission, Vision and goals concepts really followed, or are they simply words hung on a wall for all to see but not read?  First point of this blog, if your organization does feel strongly about these concepts, please focus on training and developing staff to "feel the love."  They must know that these are more than words on the walls.  Often times in corporate America we feel that mission, vision and values are a must to have posted.  We spend a lot of time discussing these areas during off-site strategic planning meetings.  We spend more time updating them and reposting. many of you really feel down deep inside that these statements have become part of your organizational culture?  That is the difference!  Hung on a wall, ready to dust when needed?.....or, deeply engrained in the culture of the company?  To create this in an organization is not impossible, but will take some time.  Give it that time and see the benefits. 

Point two, if your organization says it has an "open door policy," follow it!  As managers, we often, although not always knowingly, let down our employees with closing doors of opportunity because of our schedules.  In my job as a Director of HR for a hospital, there are daily interruptions with people walking into my office, always asking the same initial question..."do you have a minute?"  My answer in my head is "no...," but I can't shut down that opportunity.  I may not know what that opportunity is until I hear it.  This person may have a great need, perhaps a question or even a deep personal issue.  I won't know unless I answer "yes" to that question.  I have often told people that even when I have a meeting scheduled with my boss, our CEO, that if your issue/problem is a big need, my CEO can wait.  What's great about that is that our CEO would agree.  Folks, in HR, we can't shut the doors, and we don't.  However, I have witnessed managers, directors, even members of O suites who do just the opposite.  Yet, again and again in general orientations and other employee focused meetings, we continue to drive the point that organizations are open, friendly, and available.  With just one quick "no" we can shut that door and unfortunately, possibly discourage that person from ever coming back to see us. 

(1) Take the time to meet with people....these folks are the engines that keep our companies moving forward.  Why shut that off?  (2) Do what you say you're going to forth your organization's vision, mission, culture, goals, pillars, whatever you may call them.  Invest the time into training and developing these areas into your cultures. The time will be long if you haven't been able to accomplish this yet, perhaps even months or a year....but the dividends will pay big time! 

Brian Beck PHR, MHROD


Brian J. Beck, PHR, M.H.R.O.D., has worked in the human resources field for over 15 years, focusing on recruitment/retention, HR strategic planning, organization and leadership development.