Caroline Wood describes her experience as an HR manager in an interview with the Money blog, including the most common grievances she addresses and what to look for on a staff night out. One of the most common issues is how to communicate. Naturally, some employees will have grievances over their pay, but I’ve seen over the years that poor communication between a company and employees can lead to serious issues. Caroline Wood gives a good deal of counsel to my clients on firing employees. On this topic, I usually give advice once a week. Companies will eventually want to know how to terminate an employee whose performance is poor, regardless of the cause.
What does Caroline Wood, an expert in human resources, have to say about deceptions in the workplace?
HR consists of four main areas: recruitment, reward, learning and development, and employee relations. The first three are highly beneficial, as they involve efficient recruitment, well-trained employees, and a company that values employee rewards. According to Caroline Wood, when you work in the field long enough, you gain a great understanding of life, and although it can be challenging at times, it is also quite fascinating and rewarding. Moreover, employees seemed to handle their problems on their own before lockdown, but I’ve noticed a significant shift in the number of employees who want their companies to assist them in resolving their problems at home.
Caroline Wood also remembers that it is important to consider that your employer may need to step in if an argument, violence, or unacceptable behavior occurs during a night out that takes place outside of regular business hours and is then brought into the workplace. Additionally, Gen Z is capable of using belligerent language when speaking with their employers, is far more prone to complain, and is aware of their rights. Because they are human, employees bring both their finest and worst qualities to work. Over the years, I have faced challenges I never would have imagined, such as:
- A worker who turned out to be a ruthless killer
- Having a suicidal employee at work and being on the other end of the phone with a client while they were on the phone with 999;
- Looking into a worker who embezzled more than £120,000 from her company;
- Addressing a worker who lied about receiving cancer treatment to obtain a loan from her boss. She fled after the police were notified of this. But later on, we learned that she was wanted in Europe for the same offenses: parental abuse and miscarriage.
Furthermore, Caroline Wood was fortunate in her career not to be dismissed unjustly. She experienced a heartbreaking event when an employee took his own life, baking cakes for colleagues. Likewise, she and her colleagues represented the employer at his funeral, which was heartbreaking and left Caroline Wood in tears. The time Caroline Wood had to counsel someone whose boyfriend was also working for the company but was having an affair with a coworker is another example. When their partner learned, I had to talk to them about how to handle the issue. Caroline Wood also warns companies about compensation from tribunals, as the biggest chance that something won’t be handled correctly is if a claim is brought before an employment tribunal, where compensation, such as in discrimination claims, is unlimited. In the modern workplace, when workers are aware of their rights, the cost of defending a case alone can reach the thousands.
What is the most important skill that people should develop, according to Caroline Wood?
Having solid interpersonal skills is the most critical skill required. In addition to having the knowledge to answer the questions my clients ask, I must also be understanding, soothing, and reassuring, and embody the phrase “don’t worry, you can trust me,” because I get clients most often when they’re having troubles. I get to help people, especially business owners, who are sometimes in a difficult situation. After we figure things out and get the problem resolved, you can hear the physical relief in their voices, which is fulfilling. Lastly, she encourages people to research and have a clear idea of the salaries they are aspiring to. Mid-level positions at the HR manager level can range from £35k to £55k, while entry-level positions, such as those of an HR administrator, start at around £26k-£28k. Once you advance to the HR director level, you could receive up to six figures.
