What/How Much to Share w/ Management

December 24, 2010 at 3:34 pm 5 comments

How much of what an employee shares with their trusted HR Manager/Director should HR reveal to management? (Assuming nothing that was shared was illegal …)  An earlier post posed the question of  “What is the role of HR, employee advocate or management advisor?”  This post is similar.  Employees should probably be able to feel like they can unload or vent to someone at the company regarding things that they don’t perceive as going how they think they should, and if HR runs and tattles everything they hear to management, the employees will soon learn to distrust HR, and say no more.  On the other hand, if HR hears something that they think management really should be aware of – and keep it to themselves, then management can’t address the concern.

So what do y’all think? Post your feelings here in a comment.

Entry filed under: Human Resources (HR). Tags: , .

Are Humans a Resource? (HR’s Role?) I’m in the News(paper)

5 Comments Add your own

  • 1. Perry Colton  |  February 14, 2013 at 12:10 pm

    I am not an avid viewer of “The Office” but I thought Toby was making the best of a tough situation. I do know that if they are not careful, HR professionals can often find themselves in sticky batter.
    I have seen two very distinct and incompatible roles for HR. The legacy role is all about using force and power to “manage” personnel. The other role, I call “collaborative” is about facilitation. Both are still used widely and both, unfortunately, are effective depending on the type and culture of the organization.
    Either way, employees need to be taught that HR is not EAP. Like the Miranda Warning we need to realize that anything we say can be used against us in management decision making.
    Collaborative management (HR) is focused on fixing problems and not assigning blame. HR should attempt to discover, or determine the issue and root cause. They should not press for information only useful for assigning blame. The employee can then be referred to EAP to help them work out their personal issues in a safe and protected environment. EAP can reveal anything pertinent that HR may have missed without breaking confidence.
    However, personal issues between labor and management, on a case by case basis, might best be handles initially by EAP.
    Alternatively, a friend that is also an HR agent might be able to counsel after-hours and offsite without negative repercussion.
    BTW – as a past Controller and Fraud Investigator, I have grown to respect and promote EAP for even small employers.


  • 2. Perry Colton  |  February 14, 2013 at 11:45 am

    I am not an avid viewer of “The Office” but I thought Toby was making the best of a tough situation. I do know that if they are not careful, HR professionals can often find themselves in sticky batter.

    Q: Are humans a resource?
    A: As they teach in business school – That depends! What is meant by the term “resource”? We used to be called assets, the “most valuable assets” but that implies ownership and here in the USA companies don’t own people, yet. But they do own our productivity and that potential is theirs to exploit (another good word with negative connotation). Our potential productivity, or value-add, is our resource value to our employer.
    I believe we have a scriptural example where Jacob rehearses Zenos’ allegory of the tame and wild olive trees in which we branches are the property of our Lord and our fruits are His valuable production. Recognizing that allegories can be limited we see that in fact we are only His on a limited basis: if we choose to accept Him as our Savior/Master/Father.
    If we accept our contractual compensation, our production belongs to those masters we have contracted to serve on a limited basis. Considering this, the term “resource” holds neither dehumanizing nor demeaning inferences from my perspective.


  • 3. your sister  |  March 21, 2011 at 7:09 am

    Where I work now, HR is the pale horse. Only shows up when there will be a death/firing. Not anybody I’d want to share concerns with. Totally a company woman.

    We used to have onsite HR. Now she is based in the mid-west and you can’t get her on the phone even if you wanted to.


  • 4. Calee Creer  |  January 6, 2011 at 12:31 am

    All I can think about for this one is Toby from “The Office”. It’s too bad HR has such a rep that it’s even part of one of the hugest shows on TV!


    • 5. bradcreerhrcooks  |  January 6, 2011 at 6:48 am

      I asked on my Facebook status once: “What do you think of when you hear HR?” and the most common answer was: “Toby”. 🙂



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