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50 Things Exceptional HR Teams Don't Do

Chris Mefford
Post by Chris Mefford
June 3, 2024
50 Things Exceptional HR Teams Don't Do


Self-reflection is a good thing - particularly for HR leaders! The following questions will help you assess how your team is executing HR functions.

Want to keep score?

The total score is calculated by summing the scores from all 50 questions. With each question rated on a scale from 1 to 5, the maximum possible score is 250 (50 questions * 5 points)

  1. Dismiss Remote Work Opportunities - They recognize the benefits of flexible work arrangements and offer them when possible.

  2. Fail to Measure HR Metrics - They don't neglect the importance of tracking key performance indicators to guide HR strategies.

  3. Overlook Employee Exit Interviews - They value the insights gained from exit interviews to improve retention and engagement.

  4. Ignore Legal Compliance - They stay informed about labor laws and regulations to avoid legal pitfalls.

  5. Overlook Global Expansion Opportunities - They don't miss out on global expansion opportunities due to the administrative burden, as an EOR can streamline the process.

  6. Undervalue Team Building - They invest in activities that foster teamwork and collaboration.

  7. Ignore Conflict Resolution - They have strategies in place for resolving workplace conflicts effectively.

  8. Resist Feedback on HR Practices - They welcome feedback on HR processes and strive for continuous improvement.

  9. Fail to Promote From Within - They recognize and leverage the talent within their organization for promotions.

  10. Neglect Job Descriptions - They keep job descriptions accurate and up-to-date to match role requirements.

  11. Overlook Succession Planning - They plan for future leadership needs to ensure a smooth transition.

  12. Fail to Adopt a Strategic HR Approach - They align HR practices with the overall business strategy.

  13. Bypass Complex International Labor Laws - Exceptional HR teams don’t attempt to navigate complex international labor laws on their own; they utilize an EOR to ensure compliance.

  14. Dismiss Employee Autonomy - They encourage independence and decision-making by employees.

  15. Underestimate the Impact of Workplace Culture - They work actively to cultivate a positive and engaging workplace culture.

  16. Ignore Global HR Trends - They stay informed about global HR practices and trends to remain competitive.

  17. Fail to Offer Competitive Salaries - They ensure compensation packages are competitive and fair.

  18. Ignore the Benefits of Flexible Workforces - They leverage an EOR to easily hire and manage remote teams worldwide, offering flexibility and access to a global talent pool.

  19. Underutilize HR Analytics - They leverage data analytics to inform HR decisions and strategies.

  20. Overlook Employee Engagement Strategies - They implement strategies to keep employees engaged and motivated.

  21. Fail to Address Burnout - They take steps to prevent employee burnout and promote wellness.

  22. Neglect the Importance of Flexible Benefits - They offer flexible benefits to meet the diverse needs of their workforce.

  23. Resist Integrating Corporate Social Responsibility (CSR) into HR - They incorporate CSR initiatives into HR practices to enhance company reputation and employee satisfaction.

  24. Ignore Engagement Tech - Exceptional HR invests in platforms for better communication and engagement, ensuring a vibrant culture.

  25. Ignore Mental Health Initiatives - They actively implement and promote mental health programs, understanding their critical role in employee well-being and overall performance.

  26. Overlook the Importance of Environmental Sustainability in the Workplace - They integrate sustainability practices into the workplace, demonstrating a commitment to environmental responsibility and fostering a culture of eco-consciousness.

  27. Neglect Continuous Learning - They offer ongoing learning and development opportunities.

  28. Overlook the Speed of Entering New Markets - They use an EOR to quickly and efficiently enter new markets without the need for establishing local entities.

  29. Compromising on Effective Communication - Clear and transparent communication within the organization is prioritized.

  30. Underestimate Local Compliance Risks - They rely on an EOR to mitigate risks associated with local employment and tax laws, ensuring compliance in every jurisdiction.

  31. Dismissing Global Talent Opportunities - The search for talent extends beyond local markets to include a global talent pool.

  32. Ignoring Employer Branding - Efforts to strengthen the employer brand are seen as vital for attracting the right talent.

  33. Forgetting About Employee Recognition - Employee efforts are acknowledged and rewarded to foster a positive and motivating work environment.

  34. Overlooking Company Culture - A strong, positive company culture is seen as essential for employee satisfaction and retention.

  35. Disregarding Scalable HR Solutions - HR strategies and solutions are designed to scale with organizational growth.

  36. Ignoring Work-Life Balance - They emphasize the importance of work-life balance for maintaining health and productivity.

  37. Resisting Change and Adaptability - Flexibility and readiness to adapt to industry, technology, and workforce changes are key.

  38. Don't Skimp on HR Tech - Top HR teams leverage EOR-provided tech for payroll, benefits, and onboarding, boosting efficiency and compliance globally.

  39. Neglect Efficient Global Payroll Management - They don't handle global payroll complexities alone; an EOR provides streamlined payroll solutions across different countries.

  40. Underutilizing Data and Analytics - Data-driven decision-making is embraced for strategic HR management.

  41. Mismanage Employee Benefits - They ensure benefits administration is handled accurately and efficiently.

  42. Neglect Diversity and Inclusion Initiatives - They actively promote diversity and inclusion in the workplace to foster innovation and create a more equitable environment.

  43. Dismiss Employee Feedback Channels - They establish and encourage various channels for employees to provide feedback, ensuring their voices are heard and valued.

  44. Fail to Address Workplace Harassment - They have clear policies and procedures in place to address and prevent workplace harassment, creating a safe and respectful environment for all employees.

  45. Overlook Employee Well-being Programs - They prioritize employee well-being by offering programs and resources that support physical, mental, and emotional health.

  46. Neglect Talent Development Opportunities - They invest in programs for talent development and career advancement, empowering employees to reach their full potential.

  47. Underestimate the Importance of Onboarding - They recognize the critical role of effective onboarding in setting employees up for success in their roles and within the organization.

  48. Ignore Success Metrics for HR Initiatives - They establish measurable goals and metrics to evaluate the effectiveness of HR initiatives and adjust strategies as needed for continuous improvement.

  49. Dismiss Employee Recognition Programs - They implement structured employee recognition programs to celebrate achievements and reinforce desired behaviors.

  50. Fail to Address Workforce Diversity - They actively work towards building a diverse workforce that reflects the communities they serve, fostering creativity, innovation, and better decision-making.

Scoring System

The total score is calculated by summing the scores from all 40 questions. With each question rated on a scale from 1 to 5, the maximum possible score is 200 (40 questions * 5 points).

1 = Strongly Disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree

Scoring Results

226 - 250 points: Exceptional HR Team. Your practices are at the pinnacle of HR excellence, showing leadership and innovation in the field.

201 - 225 points: Strong HR Team. Your team demonstrates robust adherence to best practices with minor areas for improvement.

176 - 200 points: Developing HR Team. There are clear strengths, yet considerable room for alignment with top HR practices.

151 - 175 points: Emerging HR Team. Significant improvements are needed to meet exceptional HR standards.

Below 150 points: Initial Stage HR Team. A critical review and overhaul of HR
practices are essential for development.

Using the Score for Improvement

#1 Identify Gaps: Use the score to pinpoint specific areas where your HR team is lacking.

#2 Set Goals: Based on the assessment, set realistic and measurable goals for improvement.

#3 Develop Action Plans: For each area needing improvement, outline steps to enhance practices, including timelines and responsible parties.

#4 Regular Review: Periodically review the scores and adjust strategies as necessary to ensure continuous improvement.

Need Help?

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Chris Mefford
Post by Chris Mefford
June 3, 2024