@OP HR is not worthless. Focus on having the right people and who actually is your customer. And then have the right people in place to deliver results and not focused on networking when they visit HO in Starbucks. I know it is not there anymore. Just making a point. While some delivered results, others had coffee.
25 replies (most recent on top)
@dw ya. Don’t listen to Tom. Tod what needs to be done corporately. He is too political.
@1hm stupid response for a good question.
@6cw she should. Good historical information. From someone who never wanted to leave, worked hard and delivered.
@545 she’s reading this and knows.
@26h this is true. Why no one trusted assessments. Those who never achieved and came to HO and networked at Starbucks got her VP job. Still there.
@2v3 not always true
@1eq yup. Look at agree responses. TRUE. Look at the tenured HR individual in VP job. Everyone knows not deserved. Just manage it and make person work and actually deliver.
HR is a worthless department esp so at ALL. They hide, dont give straight answers, and work as extension of anti-labor mgt attitude NOT to assistance employees.
Offload all them and outsource, and while at RIF the project mgrs non customer facing id--ts too.
@1g8 while your response is a little confusing, you are RIGHT. You are bringing truth front and center. A lot to be told there. Some knew jobs they would have before assessments even took place. Crazy. So past it but it did happen and those people are still there today at high levels in HR. That aside, the question was “what would you like to tell the new CHRO? “ Be smart, eyes open, great company, some old HR baggage, support corporate growth plan including all distributions that will promote profit. Get the best HR people who will deliver accordingly in a progressive manner to help the corp grow. All the other HR stuff, is stuff to protect the corp. A heavy load but true. Good luck!
I am no longer an employee. Not by choice. It is a good company. You can be here for a career. I was and was happy until 2020. Business happens. Focus on business and having the right people in the right senior jobs. That has not happened in HR post 2020. And before to some degree. Assess your whole HR function (senior leadership) appropriately while you are navigating positions corporately. All the best. Allstate is a good company. I loved working for this organization.
A few in HR survived and were promoted and had not actually ever delivered business results. So many in HO HR left voluntarily when the writing was on the wall. HO employees knew. Others in the field just rolled their eyes and laughed as they took their packages and moved on happily. That is the history. No one there now will tell you the truth. You lost good people. You know have kiss up people who no longer have Starbucks in a HO to network. This includes some remote who came to HO ONLY to sit and network at Starbucks. It was a little crazy but turned out well for them.
My advice would be don’t go to a Coldplay concert if having an affair.
HR lost some good people over the years. Actually before 2020. They saw the writing on the wall and left. Some stayed and got to through various levels. Some wonder if the took the “assessments”. Don’t mistake where they are for talent. Shake it up and get them out of their comfort zone (their. House and other people doing their work). Good luck to you.
Pay attention to some senior/exec HR leadership and the work they REALLY don’t do. Watch for the value add. Some have been too comfortable focused on networking only for too long.
Is that the new beige savage that everyone is talking about?
That we know her playbook. We've seen what's she's done to other companies. She is the grim reaper. I'd spend my 5 minutes calling her a soulless cog betraying the 99%, pretending that she will be accepted in the >1%.
That she's a diversity hire !
@na my experience at ALST was they’re already there. They pay poorly, the management is cr-ppy, and promotions are rare
@hg That's the point, remote jobs are becoming scarce so only the high talent employees will be able to get those jobs elsewhere, and they will indeed leave if we do RTO. This leaves behind only the employees who were not talented and not qualified to get a job elsewhere.
@ec+1 you might take a look at the number of positions that are open and then look at the subset that are remote. You might find neither plentiful. Then throw in the number of people applying for those positions and find a far different dynamic.
RTO just causes talent drain. Your most talented employees will get new remote jobs easily while your low talent employees will not be able to get new remote jobs and will stay with the company. It would be the nail in the coffin. Just do normal layoffs instead of trying stealth layoffs with RTO.
It appears Tom sold her on his concern for employee engagement and the employee experience. Since when the he-l has he ever vocalized that let alone held the bootlickers and senior “leadership” accountable for the treatment of the “grunts”!? The bobble heads who nod in agreement with everything he says or the punishment for challenging the status quo shows that his words and actions aren’t in alignment. I think 360 reviews should be provided to the “grunts” to rate not only your immediate “leader” but their”leadership” and so on. Make the reviews confidential and then the CHRO may get a snapshot of how sick this organization really is overall.
RTO and a senior leadership overhaul. Lost too many difference makers and replacements that fall short and the culture it creates. Way too much value being left on the table and you’re running out of ways to create value, because you’ve essentially done nothing differently in 4-5 years and next level talent development is lip service. Don’t have to like it, but must come to grips with it.
Run