Ethical Considerations for HR professionals
As an HR professional, how many times have you found yourself feeling conflicted about your work? Perhaps you are supporting the business with a contentious redundancy programme? Maybe you are preparing for a difficult conversation with a member of staff? There are many examples of situations where HR professionals find themselves in the driving seat in support of business decisions which are likely to be unpopular. What can we do to navigate these potential minefields and maintain our sanity?
Be clear about the rationale for the decision
From time to time everyone has to do something they don’t like or don’t agree with in the course of their work. This doesn’t mean it’s wrong or illegal. It may be a completely rational decision to support the direction of the business even though it may have painful implications for people in the business. The starting point has to be to find out as much as you can about the reasons behind the decision to help inform your thinking. If this doesn’t alleviate your concerns, ask questions. While you may not ever feel comfortable delivering unpopular messages, with a bit of luck, through being better informed, you will at least get to a position where you are confident that the right action is being taken from a business perspective. If you don’t get to this point then you need to consider your options further.
Understand the source of your unease
Invariably, implementing change in the workplace can cause conflict. Hats off to you if you enjoy being in a conflict situation. Many people don’t and it’s probably fair to say that the majority of HR professionals don’t seek it out but it does sometimes come with the territory! Being clear about the source of your unease is really important. Is it just something you’re uncomfortable doing or is there a legitimate reason to challenge the decision?
Give consideration to the potential impacts
If you care about other people, it’s natural to feel some concern about the potential impacts of proposed changes. The people affected may be close colleagues or friends, you may know their families, you may be aware of personal challenges affecting them. Working in HR puts us in the unenviable position of being informed about impending upheaval before our colleagues and this places an additional burden of responsibility on us. While we may not be able to prevent a proposed change from happening, ensuring that we are aware of how the changes might impact those around us will help us to approach the situation in the best possible way. Consider how you would like to be treated if the tables were turned. Take time to understand what the implications might be for individuals. If you are delivering bad news, keep in mind that people react in different ways. You might be on the receiving end of some initial anger, but it’s generally not directed at you, and it’s a natural reaction under the circumstances.
Don’t be afraid to challenge
If you’ve done your due diligence, considered why you feel uncomfortable and still feel conflicted perhaps you need to listen to your instincts. Is the proposed change a legally sound one? Have the people implications been properly thought through? Are there other solutions which would support the same business goals? Perhaps they haven’t been considered. Is the decision-maker aware of all the risks and have they considered ways to mitigate them? During my career, I’ve felt compelled to challenge proposed changes on several occasions for my own peace-of-mind. Sometimes the challenges have been successful and sometimes they haven’t. That’s the nature of business. However, in those situations where I’ve been unsuccessful in changing a decision, I have taken comfort from the fact I’ve done everything possible to make my objections, concerns and alternative solutions known.
Be clear about your values
I started this article by making the point that most people will come across situations they’re uncomfortable with during the course of their working life. If you find that this is happening too regularly, perhaps it’s time to question whether you are in the right role or working for the right organisation. As we gain experience during our careers, it becomes easier to identify organisational cultures, management styles and work environments that we are naturally drawn towards, which share our values and are most likely to give us a sense of purpose. We shouldn’t ignore this knowledge of ourselves – this might be the time to take action and find a better match.
To discuss how Mahler Marrow Consulting Limited can support your HR team and deliver effective change, contact Sarah Marrow: sarah@mahler-marrow.co.uk or +44 7950 863981
(c)Mahler Marrow Consulting Limited May 2021