Michael is a human resource consultant with Insperity. He specializes in team building, employee engagement and performance improvement.
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Human resources departments often find themselves with an endless to-do list, yet the urge to cross tasks off the list can create a culture of “checkbox HR.” Though all HR professionals understand the procedures can sometimes become mundane, it is essential to truly listen, engage and support employees regardless.
Because HR is often the face of an organization to employees, checkbox HR can have negative consequences on the organization’s entire culture. Employees may feel HR, and therefore their employer, does not care for them.
Of course, many HR professionals enter the field because they care about employees. It is understandable when HR professionals try to expedite tasks in times of high workloads. Nonetheless, if workers feel rushed through HR processes, they may leave with the wrong impressions.
Checkbox HR can also result in missed opportunities for strategic thinking. More organizations are expecting HR professionals to embrace and understand all aspects of the business. This can lead to identifying trends that result in learning and performance enhancements for staff or leadership. There are also opportunities to enhance operational efficiencies as well as the customer or employee experience across the organization.
Fortunately, there are simple, strategic steps to avoid checkbox HR. Businesses need to staff HR teams fully, consider third-party help and invest in employees.
1. Give HR the necessary support.
The culture of checkbox HR often evolves in understaffed HR departments. When HR teams find themselves facing more work than they can accomplish, they will have less time to spend with each individual employee. The result is often checkbox HR, which can leave employees feeling ignored and disengaged.
Leaders facing a checkbox HR culture in their organizations should connect with HR management for an honest assessment of their staffing needs. In many cases, the answers will reveal the need for additional HR professionals. Once HR teams expand their resources, they will have the time, energy and ability to truly prioritize every employee—in addition to preparing workforce planning initiatives that may include changing skill sets, succession planning and helping employees embrace artificial intelligence (AI).
2. Consider a PEO.
Not every business has the time or resources to devote to HR. If building out an HR department and fully engaging with every employee seems impossible, leaders need to consider a third-party solution. Professional employer organizations (PEOs) provide HR services to small and medium-sized businesses nationwide, freeing small business owners from the responsibility of recruitment, compliance and even benefits administration.
PEOs by design focus exclusively on HR services, giving their teams ample resources to support each employee and avoiding the risk of checkbox HR. The costs and specific services offered by a PEO will vary, so small business leaders should research carefully to find the best options for their organization.
3. Invest in employees.
Checkbox HR can be both a cause and effect of an organizational culture that does not fully support employees. When leaders build a culture that values moving the organization forward through employee development and well-being, they will encourage all their teams to do the same, including HR. Avoiding checkbox HR enables HR teams to continue their invaluable role in creating a culture of employee investment.
To do so, HR needs to go beyond administration and documentation. For instance, if HR counsels an employee, they should both document the issues and express their belief in the employee’s ability to improve. They can then support the employee and their manager in creating a development plan. The employee will walk away feeling like their employer and HR professional cares for them, with positive impacts on job satisfaction, retention and personal well-being.
Checkbox HR can hinder organizational culture. On the other hand, robust HR teams can help organizations build a culture that invests in employees. By staffing HR teams appropriately, evaluating the need for outside help and supporting employees, businesses can ensure HR remains a valued partner contributing holistically to an organization’s success.
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