Working as HR means encountering, constantly , series of trends which unfortunately also go to modify organizations’ strategies. For those professionals who see organizations as an entity built around specificities, it is intelligence’s crime; why? because understanding organizations doesn’t mean follow conformities. Definitely I have to thank my mentors who opened my eyes on this.
For example think about recruiting world; it was time only for group interviews aimed to evaluating if you’re not team worker or not. Anyway, that evaluation was never made by work- psychologists. Then we moved to social media recruiting ( actually never really started) as through Twitter but at the end it was a mere communication of job openings in a one-dimensional communication without exchange and socialization. Nowadays there is clear trend, LinkedIn; but do you really think that now if a person is not on Linkedin will never be contacted by recruiters ? I’m not saying that LinkedIn is a useless tool , indeed it revolutionized and will revolutionize recruiting world, but it will not be unique recruiting channel. The word of mouth which works for thousands years , will continue to do so. Additionally, in last 3 months LinkedIn started being filled by stupid logic tests that obviously cannot be censored by LinkedIn but community should stop it; it is not a Sudoku place.
Today, subject that irritates me the most and it’s most popular is “the comfort zone” . No one knows exactly what it is, but it exists. It is a sort of imaginary boundary where your abilities cannot help you complete a task and then you need to find other resources to complete it; a part that I call it job, but maybe I am biased. Anyway, who does judge where your comfort zone finish? your boss? If so, comfort zone it is only related to operational level of your tasks so you will never be evaluated as professional but only an “executor”. Let’s say that I see a return to the nightmare of performance appraisal instead of and performance management . Other questions that comes to mind are: is there a measure for comfort zone? Is it common to all professional groups or are different for professional families? Every HR professional is evaluated with same comfort zone metric ? Everyone talks about it , everyone does not define it , but continues talking about it . Clear example of organization waste of time .
So it happens that organizations endorse this position and famous “dynamism” it becomes comfort zone metric . From an organization’s point of view, it is also complicated to define where individuals’ comfort zone finishes and where organization’s responsibility start. As mentioned several times as a fan of the fact that organizations are made by people accompanied by processes, organizations should evaluate if a mistake is a matter of comfort zone or organization’s chaos.So before talking about flying elephants, it should be assessed what kind of issues organization is really facing without using comfort zone’s alibi. Real questions that organizations board members should ask themselves are: are we giving to our employees all our support? have they got all needed tools? So, before convening a jury, start with opening your eyes knowing deeply what your employees do on daily basis.