How do you know if it’s an HR solution that your company needs right now?
It’s a great question that we hear all the time — and there’s a simple test we use to help find the answer: Is your company ready, willing and able to make the necessary changes to solve those recurring HR problems?
More often than not, the start-ups and SMBs that come to us for help can’t definitively say they’re ready, willing and able. But like our mission says, it’s all about your people. If your people have a shared need and THEY are in a position to make changes, then your organization is ready.
A little while back, we were working with a small insurance company with about 100 employees. They had been growing quickly, and all but ignored the need for practical HR personnel within the company.
A young lady named Samantha had dutifully taken on the role of HR director and was doing everything she could to keep up. Sam was processing paperwork for new employees, managing open enrollment, and generally doing a lot of administrative work. Sam was loyal and even got her MBA with a focus in HR for the sake of the organization.
The problem was that Sam didn’t really like HR. She came from finance — it’s what she was good at and what she wanted to do. To his credit, the CEO saw this and recognized that she would be far more valuable in the finance department than in HR. So, he sent her off to find help. Fortunately, they found Flynn Barrett Consulting!
After just one conversation with them, we understood the problem and the path to a solution — we’ve seen it many times.
The company really needed a junior HR person to assist in day-to-day administrative tasks, but they didn’t accept this direction right away. Initially, they wanted us to do all the admin paperwork ourselves, but we didn’t feel comfortable with that role. Ethically, we didn’t feel right about charging them our hourly rate to do what a $20 an hour employee could do. We simply could not let them waste their money.
Instead, we showed them how we could groom the right candidate into a great HR director and grow them into a valuable member of the team. As a consultant, we could take a hands-on approach at first, developing the new hire as we transition into a reduced role, providing guidance as necessary.
Ultimately, we were hired to implement this solution and the company hasn’t looked back.
The moral of the story is not that we were right. It’s that this company was in a place where they had to make a change to continue to grow. They were ready, willing, and able to find help for the benefit of one of their most valued employees. After working with a band-aid solution, they recognized their need for professional assistance — and empowered their people to thrive.
We’d love to hear your story. Tell us about your dilemma in a free HR consultation.