Was tun Sie, wenn Ihre Kollegen Ihre HR-Entscheidungen kritisieren?

Clearly communicate the rationale behind your HR decisions to your peers. Transparency can help them understand the reasoning behind your choices and alleviate misunderstandings. If there are valid points raised by your peers, be willing to address them and make necessary adjustments to improve future HR decisions.Respond to criticism in a professional manner, avoiding defensiveness or hostility. Keep the conversation focused on the issues at hand and work towards finding common ground or solution

Listen first! When faced with criticism, actively listen without interrupting or becoming defensive. Give the speaker your full attention to understand their perspective and the root of their concerns. Differentiate between constructive criticism for process improvement and negative feedback driven by personal grievances. Active listening helps you grasp the intent behind the critique and respond appropriately. Start by listening to foster understanding and address concerns effectively.

When facing criticism from peers on HR decisions: 1. Listen and Understand: Hear out their concerns without defensiveness. 2. Seek Feedback: Ask for constructive input to understand their perspectives. 3. Communicate Rationale: Explain decision rationale based on company policies and objectives. 4. Address Valid Points: Acknowledge valid concerns and discuss potential alternatives. 5. Educate: Provide information to help peers understand HR complexities. 6. Build Consensus: Collaborate to find solutions meeting mutual needs. 7. Maintain Confidence: Stand by decisions while remaining open to feedback. 8. Seek Support: Involve higher management or HR leadership if necessary. 9. Reflect and Learn: Evaluate feedback for future improvement.

If your peers criticize your HR decisions, listen to their concerns carefully. Try to understand their perspective and address any valid points they raise. Communicate openly about the reasoning behind your decisions and the impact they have on the organization. Be willing to reconsider your choices if necessary, but also stand firm if you believe your decision is fair and beneficial for the company. Ultimately, prioritize what is best for the organization and its employees while maintaining professionalism and respect in all interactions.

It is imperative as HR to have a human approach with criticism and feedback with all HR and therefore peers but also the business. What is important in a criticism or feedback is to see objectively with an outside eye if these ideas can help HR to improve the process and contribute to continuous improvement. Rarely does criticism have a personal dimension or an attack on the person, but when it is seen objectively to improve the work, then we must ask for more.

Reflect objectively! Step back and remove emotions when considering the feedback received. Evaluate the points raised and their alignment with HR policies and company goals. Look for potential blind spots or areas for improvement that may have been overlooked. Objective reflection allows you to critically assess feedback and determine if changes to your approach are warranted. Take a clear-eyed view to make informed decisions based on the feedback received.

HR decisions would impact the entire organization and therefore you will always have some corners raising voices. It is easy to go defensive but I strongly recommend that you try and understand the specific reason behind a non-supportive reaction. Many times l, in my experience, these reactions come from either not complete understanding or just heard n say. Having said that, when you go deeper into specific reasons you may get data or information that you can use to communicate clearly.

Engage in dialogue! Have constructive conversations with your peers about their feedback. It's not about agreeing with everything, but rather being open to understanding their concerns. Clarify any misunderstandings and provide insight into the rationale behind your decisions. By engaging in dialogue, you can foster mutual understanding and respect, creating a collaborative work environment. Embrace open conversations to address issues effectively and strengthen working relationships.

Assess and adapt! Evaluate whether your HR decisions could benefit from adaptation after considering feedback. This may involve adjusting policies, re-evaluating procedures, or even revamping strategies. The key is to maintain flexibility and a willingness to make improvements when necessary. While it's not about changing course with every criticism, adapting decisions based on well-founded feedback can enhance HR practices and contribute to a more effective organization. Embrace the opportunity to evolve and improve your approach based on valuable insights.

Educate and inform! Recognize that criticism may stem from a lack of understanding about HR processes and decisions. Take the opportunity to educate your peers about the complexities involved in HR decision-making. Share insights into policy development and the factors considered during tough calls. By providing context, you can help colleagues appreciate the challenges HR faces and foster a more supportive environment. Educating and informing others promotes a better understanding of HR's role and encourages collaboration and empathy among colleagues.

O importante é entender o ponto de vista de seu par e tentar não somente sanar suas dúvidas como também entender suas dores. Processos burocráticos e engessados tendem a não conseguirem o engajamento dos pares. É preciso ter mente aberta e entender o momento.

Important for HR is to be comfortable if your decision, your best assumption, your best way of working is challenged by your peers. This will bring diverse perspectives on the table and also will foster trust in work environment

HR decisions have multiple pronged implication if not crafted with precision and implemented without taking stakeholders in consideration. HR needs to put the best effort in bringing stakeholders on the table for any decisions which impact them, HR should clarify the purpose of the decision and show them the broader picture, whenever decision ms related to change comes in usually fear sentiments spread across organizations, HR should have force to explain change or decisions to stakeholders both formally and informally.

When facing criticism from peers regarding HR decisions, it's essential to first listen to their concerns with an open mind. Understanding their perspectives can provide valuable insights and opportunities for improvement. Communicating the rationale behind the decisions, such as compliance with company policies or alignment with organizational goals, can help alleviate concerns. Engaging in constructive dialogue and seeking input from diverse stakeholders can foster understanding and consensus. Additionally, being receptive to feedback and willing to adjust decisions when necessary demonstrates a commitment to continuous improvement and collaborative decision-making, ultimately fostering a more positive and supportive work environment.

In my 14-year HR journey, I've learned invaluable lessons from peer criticism, including the importance of understanding concerns, seeking diverse perspectives, reflecting on decision-making, incorporating constructive criticism, prioritizing employee well-being, embracing continuous learning, maintaining a human-first mindset, and backing decision-making with data. Recognizing the significance of data-driven decisions has enabled me to address peers' critiques more effectively, as I can substantiate my choices with concrete evidence and metrics. This holistic approach has not only enhanced my ability to navigate challenges but has also facilitated continuous improvement in my decision-making capabilities as a HR professional.