HR is usually the first port of call for complaints around the business but what if the complaint is about HR itself? Let\u2019s take a look at the top five complaints and how to overcome them.\r\n\r\n1: HR does not understand the business\r\n\r\nHaving a basic understanding of each business department will go a long way in better understanding how to assist an individual.\r\n\r\n \tEmbed business knowledge into the HR learning curriculum.\r\n \tKeep abreast of the wider business goals and strategies.\r\n \tSpend time with employees in each department to understand work routines and functions.\r\n\r\n2: HR serves management, not employees\r\n\r\nEven if a business aligns HR with upper management objectives, it is important not to forget that the primary function of HR is to serve its employees.\r\n\r\n \t\u00a0It\u2019s impossible to support upper management by first understanding their employees. Paying attention to what\u2019s happening on the ground will enable management to identify issues as well as star employees.\r\n \tGuide managers towards long-term stability by developing a business case for integrity.\r\n\r\n3: HR speak their own language\r\n\r\nThe average employee does not understand HR jargon and acronyms, so it\u2019s important to communicate in simple terms.\r\n\r\n \tWould a young student be able to understand what you are saying? If not, you need to simplify your message.\r\n \tBreak information down into steps or bite-size chunks.\r\n \tStop using jargon completely.\r\n\r\n4: HR is all talk and no action\r\n\r\nBeing bound by confidentiality, sometimes it\u2019s impossible to take action or give specific advice.\r\n\r\n \tShare all the information you can and if it\u2019s not possible to share, explain the reasons why.\r\n \tKeep people informed at all stages, even if it is to say that nothing has progressed. Keeping silent is worse than giving restricted information.\r\n \tUnderstand that most people\u2019s issues are time sensitive. Ensure the necessary action is taken within individuals time restraints.\r\n\r\n5: HR is more concerned with processes than outcomes\r\n\r\nDon\u2019t fall into the trap of following a process just because it exists. A process should always move toward a desired outcome.\r\n\r\n \tRegularly review and amend processes to keep up with changes within the business.\r\n \tStreamline them as much as possible to cut red tape and unnecessary roadblocks.\r\n \tTest new processes before rolling them out to determine efficiency.\r\n\r\nBy overcoming these complaints, HR can become a department that all employees feel comfortable and confident approaching, no matter what the issue is.