People as a Business Cycle.

The issue of "People as a Business" has historically cycled. However, never in all my professional life have I observed a time when so many work environments are so poisonous and unsupportive of their own employees or those looking for work.  In mastering the technical, metrics and efficiency, it seems we have destroyed the positive work culture.  Most of the time HR supports and leads these efforts.  I now believe they are inversely correlated.

Today we are witnessing the resumption of a battle pitting fundamental employee legal rights and fair treatment against dereliction of duty in federal enforcement and the apparent willful disregard for federal and state employment laws by employers.  More and more employees are finding a voice and speaking out.  Many are demanding union representation because they are alone with no one to support them!  Where else can they turn?

Employees can no longer count on support from HR, who keeps calling for a “seat at the table”.  HR apparently wants to be a part of the anti-people and negative work culture policy decision making, right alongside the business leaders and C-suite executives.  The “business partnership” HR constantly strives to attain and/or justify, must come with an actual say in the day to day business decisions affecting its people.   If not, it is as meaningless as voluntary compliance.

HR must be the partner that guards and facilitates the fair, legal and ethical treatment of its people, and thus protecting the company.  They need to stop rubber stamping so-called business decisions adversely affecting their employee populations.  If HR acted as a people guardian we wouldn’t be seeing 70-90% FLSA non-compliance, skyrocketing employment legal complaints and work environments reinforcing lack of engagement, poor performance, bad morale, “The Black Hole” or bad management and practices.
   
After witnessing employer’s treatment of their parents and grandparents over the last 20+ years I believe it will be our newest generations of workers who will insist on fair and legal employee treatment and federal employment law enforcement.  Pre-boomers, Boomers, Gen X and early Millennials must bear a majority of the responsibility for today's current anti-employee culture.  By not speaking out and not promoting the positive, legal and protected work culture, over the last 30-40 years, the work place has slowly degraded to its present state.    The newest workers will not tolerate the same treatment and don’t.  Unlike those in their last working years, unable to retire and fearful of being unemployed, the newest generations have little fear, don’t trust employers and go public. They will not work as their parents or grandparents having seen how that work and loyalty was rewarded

I don’t think this movement will be going away.  The current administration seems to have found their position and has been marching legally on those who violate employee law.   However, if our recent history is any indication, it will not be long lived. We can only hope fair, legal and ethical employee treatment will again become more normal because workers will demand it. We know from our working history and the last 30+ years it will not be given! The question is who will represent them?  Will it be HR and the employer, a private employment legal firm, a union or the government?  It is ours to choose.

I am firmly convinced companies valuing people as their business are already winning during this economy.  Others who come to embrace people as their business will win the coming battle for quality talent, products, service, customers and profits.   I am also firmly convinced our nation’s health, economy and future depends upon it.  I know mine does.

Next Installment:  How we got here