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Over the past week I’ve been having a bit of fun with ChatGPT, learning about Artificial Intelligence (AI).
First, I asked what were the trends in small company HR. After a disclaimer (“As an AI language model, I don’t have access…”), I got 5 points:
- Remote Work
- Diversity, Equity and Inclusion
- Employee Wellness
- Automation
- Employee Engagement
No surprises on that list, but I will take the chance to toot the horn of automation. The tools that are available are more affordable and more effective than they have ever been. Affogato HR is a strong believer that effective systems allow time for more meaningful interactions with employees, while leaving the transactions to systems. (Compliance and auditability are additional benefits.)
Next, I asked what people think when a company describes itself as a “family”. I was impressed that the response outlined the points clearly and concisely:
- Some people think it demonstrates a sense of community and mutual support, which creates a sense of belonging and loyalty.
- Some people think it’s manipulative and creates an expectation of unconditional loyalty and sacrifice (are you thinking of The Godfather?) which creates pressure on personal lives.
- Some view it as a marketing ploy or a metaphor for a close-knit team.
Not a bad summary of a complex topic.
As the labor market continues to adjust, employers want to avoid unforced errors. This brief from HR Dive highlights a few red flags from this study, which says that a “family-like” culture is the number one red flag that puts candidates off from accepting a job offer. And here’s the gold nugget quote:
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The boundaries you have with your family are most likely quite different to those in the workplace and so creating clear, professional boundaries at work helps to maintain a safe, supportive, and favorable environment for all employees.
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Why does this matter? Employees want to work in a place where they can do their best work, thrive and feel engaged. And managers want employees who will do their best work, thrive, be engaged AND do the work that the business needs. Setting professional boundaries supports leadership’s ability to make the hard decisions about the business, which will affect employees.
And what can you do about it? Create and follow a solid selection process. That starts at the very beginning by understanding the organization, its values and non-negotiables, then looking at the job requirements and making sure that the entire process continues to relate to those values, non-negotiables and job requirements. If you want to learn more about how we’ve done work like this for other clients, please get in touch.
Jonna, Lisha, Lisa, Suzanne and Karen
The above/attached information is not a legal advice. It should not be considered as a legal opinion as to which laws apply or as to how any law applies to a particular situation. Companies or individuals should seek advice of Counsel with regards to their situation.
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