Are You Making These Top 10 HR Mistakes?

Are You Making These Top 10 HR Mistakes?

Posted by Lee Yarborough on 9/27/16 9:12 AM
Lee Yarborough
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Posted on: September 27, 2016

Business is good and your profits are rising. But, what you don’t know can hurt you. Supervisors are key to your business, but a few mistakes can lead to high liability. Here are my top ten HR mistakes made by management. 

  1. Failure to Document – Documentation is vital. It does not always have to be formal; a quick email or notes on a calendar will suffice.
  2. Saying too much – As it pertains to documentation as well as “small talk” with the employees, supervisors need to maintain a filter. Keep personal opinions to a minimum. Make sure your communication is fair and unbiased.
  3. Non-compliance with company policies – Supervisors should know the company policies and apply consistently.
  4. Misclassification of employees – Paying someone a salary does not make them exempt from overtime requirements. Supervisors should know the Fair Labor Standards Act and how it applies to their employees.
  5. PTO tracking – Many mistakes are made when it comes to the tracking of Paid Time Off. Know your policy and make sure that it is followed, especially at termination.
  6. Inflating Performance Reviews – Reviews are an important assessment tool for both the company as well as the employee. Always speak the truth and do not inflate performance.
  7. Being too nice – Just like the performance reviews, terminations are a time for the truth, not niceties. Although it is difficult to terminate an employee, it is best to be truthful.
  8. Lack of HR training – Supervisors need to stay current with HR issues. Look to the Chamber and other resources for ongoing training.
  9. Showing favoritism – Treat everyone with respect and listen to concerns. You do not have to agree with everyone, but great managers show respect to all employees.
  10. Not knowing when to get your HR department involved – Your HR department needs to be integral during the course of employment. HR should be involved in the hiring, promotions, counseling and terminations. Many sticky situations can be avoided if HR is involved from the beginning.

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