You may have heard of the classic Seven Deadly Sins—lust, greed, envy, sloth… you know, the usual suspects. But in HR, we have our own set, and trust me, they’re just as dangerous. Only instead of eternal damnation, they come with lawsuits, turnover, and the occasional workplace meltdown.
- Not Documenting Anything
If it’s not written down, it didn’t happen. That “friendly chat” you had about performance? Without notes, it’s just a fond memory. - Ignoring Complaints
Brushing off concerns because “it’s probably fine” is like ignoring the smell of smoke and assuming the building will just… work it out. - Inconsistent Policy Enforcement
If Bob gets away with murder (figuratively, hopefully) but Jane gets written up for being three minutes late, you’re inviting resentment and legal trouble. - Letting Job Descriptions Collect Dust
If your job descriptions are so old they reference fax machines, you have a problem. Spruce those babies up and get them current. The best person to update these? The person doing the job. - Relying on “Common Sense”
Common sense is not a legal defense. It’s also not nearly as common as you think. This is also why I keep a bucket of popcorn on my desk for when I get fun phone calls. - No Clear Performance Expectations
If your employees are playing “guess what the boss wants,” the only winner is confusion. - Neglecting Training
If your only “training” is throwing someone into the deep end and hoping they swim, you’re running an accidental survival reality show.
Moral of the story? Avoid these sins and your HR karma will thank you. Need help getting back into HR shape? Check out our new subscription plans and we can create a roadmap to course correct.