Fixing people problems:  pragmatic HR explained

We fix people-problems because organisations need help with this

Sure- It’s a gap in the market.  This company started in part because we were finding that the need for help with people-problems wasn’t going down, the employment landscape was getting more complex, and that the HR community was becoming more hesitant in dealing with them.  We found that we were good at fixing these problems, so as the Joker says, if you’re good at something don’t do it for free.

What do we mean by People-problems?

Sometimes the person and the role they are in aren’t gelling.  We hire people and put them in positions to do the work that needs to be done.  But sometimes that isn’t happening, so we have a people-problem.  We are here to help fix people-problems.

Is that a problem person? 

Sometimes; sometimes the problem is the person. Wrong skills, wrong attitude, or not able.    But sometimes it’s the situation.  Knowing which is the art, but it needs fixing.

Why does it need fixing?

As much as we would prefer to keep the peace, experience tells us people-problems need dealing with, because of any or all of the following:

-              What needs to happen isn’t happening.

-              Customers don’t care about your people-problems, and don’t come back.

-              Co-workers are having to take on the work that isn’t happening.

-              Trust that the person can be relied upon has been broken.

Square pegs in round holes

Often the situation is a bad fit right now, and what the employee and the employer want the future to look like is not in alignment.  That’s not to say that it can’t be changed, and change can take time.  But status quo isn’t a long-term option. 

What we do

We help you fix these people-problems, not just through exiting them, but this is an option.

Exiting people is the last resort because losing employees is expensive- not just any exit costs, but also the future costs of replacing them, and the knowledge and experience that walks out the door with them. 

So we look to turn square pegs into round pegs, with maybe a little give around the edges.  But if it’s not going to work, then we look to pragmatically part ways.

It’s unpleasant business

We are like plumbers- We don’t mind doing what others find complex and unpleasant.  But it needs doing, because to do nothing is to essentially agree with what is happening, and other people are wearing those costs.

Are you talking about training here as well?

Short answer- yes. You’ll notice our training courses a focus helping you learn to fix people-problems, as well as some upskilling in your HR strategic thinking as well.