League Inc., is very excited to announce that the first annual League HR Blindspot Report, conducted in partnership with HR.com and Ipsos, is now available for download.
Since nobody understands the state of HR better than the HR professionals who live it everyday, the report is designed to alert them to organizational “Blindspots” they may be missing. This was done by analyzing and then reflecting back key feedback from HR leaders across the United States. All told, 599 HR professionals and 289 employees were surveyed.
Regulator, Advocate, or Strategist? The identity crisis facing HR
During the course of this study, three very different perceptions of the role HR professionals feel they play were revealed:
Regulator: HR’s role is one of enforcement, it is mainly responsible for implementing and enforcing management’s rules
Advocate: HR’s role is one of employee advocate, and it can sometimes persuade management
Strategist: HR has a strategic role, and is influential in determining the future direction of the organization
In a surprisingly close split, the results were that 43 percent of respondents identified as Strategists, 35 percent as Regulators, and finally 22 percent as Advocates.
Additionally, most HR professionals (70 percent) said they are proud of working in HR, but those who identified as a Strategist had much higher levels of pride than Advocates or Regulators — 81 percent, 68 percent and 56 percent, respectively.
From an employee perspective, it’s interesting to note that employees who perceive HR as
Strategists tend to view HR as effective (90 percent), higher than those who see HR as Advocates (86 percent), and much higher than those who see HR as a Regulator (60 percent).
Other key “Blindspots” revealed in the study
In addition to the HR identity crisis, the report highlights several other key findings, including:
It’s all who you know: HR professionals sometimes take relationships with senior leaders for granted, and forget to put in the time required to gain and keep their support. Interestingly, of the HR professionals who said they cannot act on employee concerns due to lack of influence, 20 percent identified themselves as Regulators, 4 percent as Strategists and 2 percent as Advocates.
Broken telephone: It’s not uptight bosses, aggravating coworkers, or extreme workloads — what stresses employees out the most is poor communication. And it can be a root cause of many other issues. HR and employees tend to agree on the top three issues causing stress, with lack of communication being number one. This was followed by overwhelming workloads, and a lack of career growth.
A tricky balancing act: HR professionals are strong supporters of work-life balance, but they sometimes forget these encouraging messages don’t always “go without saying”. For example, nearly 40 percent of employees said they feel the need to respond often (21%) or always (17%) to work email after work hours, whereas, only 7 percent of HR professionals said employees should feel required to do this.
Making a mental note: HR and employees seem to have different ideas for how employees should best cope with stress. In fact, 84 percent of HR respondents said they offer Employee Assistance Programs (EAPs) to employees as a mental health tool, yet only 8 percent say their organizations offer sanctioned mental health days. Meanwhile, the top choice for employees when it comes to how their company could support mental health were mental health days.
Not getting too personal(ized): The majority of HR and employees both believe there’s an appetite for customization of the total compensation package, but many HR professionals still underestimate the appeal of such a package. While 91 percent of employees feel companies should offer customized compensation packages, only 72 percent of HR professionals do.
Searching for the truth: Yes, some employees are searching regularly for new job opportunities. But most HR professionals are greatly overestimating just how many. Nearly a quarter of employees say they virtually never browse job listings, whereas only 1 percent of HR professionals thought this was true.
Get the full picture
All of these points and many more are covered in the first annual League HR Blindspot Report. Download today to learn more about each Blindspot. In addition to the analysis, you can also dive into League’s expert tips for how to address each one.
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