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Are You an HR Manager Fed Up With Being Blamed When Things Go Wrong?

If you’re in business, you’ll know that staff engagement is becoming more and more of an issue – especially as the workforce becomes ever more multi-cultural, and for the first time ever, employers are faced with five generations of human beings, all with different ideas about how to best communicate with each other.

As an HR Manager you get blamed for a lot of things, many of which don’t even fall under your responsibility, and keeping everyone happy and engaged is a massive challenge.

And of course the other thing is that as an HR Manager you’re stuck between a rock and a hard place because on the one hand you’re responsible for managing the recruitment process, and on the other hand you’re got senior management who expect you to do things in a certain way – and we both know that the old way of finding qualified candidates – ie., just because they have a university degree – is no guarantee that they’re going to do a brilliant job.

I know how much you love your job, and I also know that although change is slow, you want to find a way to resolve these issues. Just imagine what it would be like if your colleagues were coming to you to say thank you for the fantastic team member you’ve found for them, and imagine how grateful everyone would be if you could give them the tools to manage their stress and improve communications in your team.

And YOU could go home every day knowing that although there were still challenges, staff engagement was being turned around – YAY!

You are most certainly not alone in your concerns.

I’ve been working with multi-cultural teams for more than 25 years. Having started as a secretary in the largest multi-cultural team in the world – the United Nations – I worked myself through several layers of bureaucracy and hierarchy, finishing my time as an employee managing a team of 50 staff from 12 different countries.

And I learned a lot about how to support others to work in harmony, regardless of what the boss was telling me to do, or worrying about how staff with 20 different political or cultural beliefs were going to get the job done.

In my last position as an 'employee' I gained the reputation of supporting my team to the extent that they remained engaged up until the last day of work, despite knowing that their jobs were going to be cut – including mine! And it was then that I took the decision to share my learning to help others faced with similar challenges.

Now as I already said, I know that it takes a special kind of person to work in HR, so I’m going to assume that you believe in the important work that you do – and that is why I’m really excited to invite you to join me on my new programme, specifically for managers, to share with you some easy to implement ideas about how you can increase staff engagement.

I’ve seen the issues that you’re facing from all sides and am going to help you to identify the gaps that need to be filled so that change and improvement can start.

I would also love to help you to help you to put together a strategy to bring senior management on board, because we both know that without their buy-in, you may as well bang your head against a brick wall.

It all starts with emotional intelligence – and as long as those words don’t bring you out into a cold sweat, I’d love you to come on board.

Just leave a comment below, or send me a message.

See you on the other side -

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