What HR skeletons are hiding in your closet?

It’s ok, we’ve all got things that we would prefer others didn’t know about us and the way we do business.  I know have! What are yours?

Even if those things are about other people, as a leader, it reflects badly on us for not doing anything about those people, doesn’t it?

You might have staff that:

1. you have just put up with because they have been there for years and know about your business;
2. are bullies, lecherous, lazy, crazy or just down-right odd;
3. are gobby trouble-causers;
4. don’t have any contracts, job descriptions or objectives in place;
5. have been off sick for 2 years but you haven’t quite got around to taking them off the books; or
6. are OK, but you’ll struggle to find many credible reasons why a purchaser should see them as an asset to your business.

You get the picture! You probably have a list of things that you would want to fix/hide.

Now imagine in the not too distant future that:

1. you’ve let your “problem child(ren)” go;
2. you’ve got a clear organigram with the right people in the right roles;
3. your employer brand is evident throughout your business;
4. your staff are more connected and engaged in bringing your vision to life;
5. your staff have clear direction in terms of their performance, how its measured and rewarded;
6. you’ve got your HR docs, systems and processes in order; and
7. you’ve got a training, development and succession plan in place.

and guess what, the purchaser can’t find anything to justify knocking the price down! You could leave a legacy that you’re proud of. 

How good would that feel?! It’s absolutely achievable, as soon as you take yourself off auto-pilot and re-connect with your people. Contact me if you want some guidance on how to do that.