Image above thanks to The HR Juggler 

Last week I had the pleasure of meeting a young lady called Caroline. She works for a very large multi-national company with headquarters in mainland Europe. Caroline’s employers are in everything from engineering, manufacturing to I.T. and many other areas. Caroline works as a team leader for the part of the business that provides outsourced support to a British public sector organisation.

Caroline’s boss has his Facebook page as his ‘home page’ on his work computer. He spends a lot of time playing Candy Crush on Facebook, goes home at 3.30 pm most days and always finishes early at least once a week for a golf day. If Caroline wants a decision made about anything she has to go to her bosses boss, who is understanding, but won’t confront her boss about his behaviour.

This company completes an employee survey twice a year. It is ‘in everyone’s objectives’ to complete it. Despite this, only three people in Caroline’s office of 28 people completed the last one, because ‘none of the feedback is ever acted on and nothing ever changes’. The management is very proud of the fact that the company recently passed its ISO audit with flying colours.

There is a remote HR department who come to Caroline’s site once or twice a year and ‘do a load of Powerpoint presentations’. There is an SLA in place that states that any request for HR support has to be answered within 30 days.

Caroline’s bosses boss recently asked her if she would like to go on some training courses ‘to beef up her CV a bit’. He knows she is unhappy in her role.

It’s not all bad at this company. Everyone gets free tea, coffee and fruit. There is a subsidised canteen. The money is good – Caroline’s boss earns enough in salary and bonuses to buy a new car every year and takes fabulous holidays. However, there is a rumour going round that the public sector organisation they support is looking to terminate the outsourcing contract ahead of schedule, and people are feeling very unsettled because there is no information.

What would you do? How would Brave HR address this situation?