“I Just Don’t Have Time”

Most of us live in a rushed world where we seek to find balance.  In a world of meeting aggressive deadlines, fighting workplace fires, dealing with constantly changing challenges, and being ready for the next big thing, some things fall to the side.  Literally, some things fail to be accomplished due to lack of time or energy.  Although we all have things that could be let go with little or no ramifications, sometimes what we miss really matters.

As human resource responsibilities continue to transition from human resource professionals to front line managers, a common excuse seems to be “not having time” to deal with the burden of being a manager and dealing with human resources responsibilities. Most managers work in an environment where they oversee the work of others, complete their own work, and support upper management with various projects and initiatives.  The addition of human resource related tasks adds to the mountain of tasks and tends to slip from time to time.

Think about the last time you asked a manager for a required form or completion of detailed process.  Unless you work in a very impressive organization, many of us have experienced some excuse related to time.  A recent study by HCS found that a lack of time scored second only to not understanding the process for non-completions. The most common processes not completed correctly included:

  • Hiring processes
  • Employee file documentation
  • Employee feedback

As we all know, each of these areas hold dire consequences for an organization lacking diligence.  The hiring process by design not only assists with identifying and hiring the best candidate, but ensures overall process fairness.  Employee documentation protects an organization by ensuring the correct person receives the correct amount of pay, matching employees with appropriate jobs, recording performance outcomes in an individual’s file, and providing justification for rewards.   Finally, a common concern among managers relates to not having time to document and provide performance feedback to employees on a regular basis.

Without the necessary investment of time, these processes grow into bigger issues.  Hiring without the proper controls opens an organization to a lack of diversity and greater issues with favoritism while inappropriate documentation and feedback ensure that the current level of performance remains the norm.

When a manager says he or she does not have the time, it is our job to ask them to find the time.

 

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