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Is it time to move on?

Alice Hoare

Hi All

I am currently in a standalone HRM role that doesn't really have the support or backing from the MD (my line manager).
It's made my confidence drop dramatically and second guess everything I'm doing in fear of messing up and loosing my job.

My last role was standalone HRM reporting into the states and made redundant and the role previous to that was standalone.

As it's been almost 5 years without working with a team or anyone else in HR I'm wondering what would people recommend.

In my previous roles I've always had the support/backing of my manager which helped my confidence grow, now I don't have that as the owner (my manager) just likes to find the blame when things go wrong then move on- I'm second guessing everything I'm doing, I'm anxious all the time and starting to dread coming into work.

Just looking for some guidence really as I am struggling to cope with the pressure.

Thank you!

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  • I am a big enthusiast for the idea of following the direction of best mental health and if you are, as you say, "struggling to cope" then I echo Teresa in the idea that it might be time to move on.

    However, I've a couple of thoughts for you to mull over before you do.

    First, you don't feel you have the support of your MD. But if you could win that support and transform the position HR holds in your SME, that could be a powerful personal development step. In the context of doing what's best for your long-term mental health, sometimes (sometimes) it can pay off for one's long-term well-being to know that you *can* not only take the heat, but use it to create something better. You may find it hard to talk to your MD (it sounds like he/she isn't the easiest person to open up to!), so if you can't actually have a clear discussion about what he/she expects from your HR service, at least you should be able to reflect on your experience to articulate what you *think* he or she expects.

    If you can begin to provide the service the MD is looking for - even if it's not the one you want to provide - you may be able to establish the relationship of trust you need to actually have the conversation about where the business is going and how HR can help it get there. You may still want to leave, but at least you can leave with a powerful narrative about transforming relationships and adding value.

    Second, stay or go, if you've been in "manager" roles with no actual team to manage for a while, you may be better off looking for an HR Advisor, Senior Advisor or Business Partner role for your next step away from standalone and back into a team. This may feel like a backwards step but will be a useful insight into working within an HR team and, in the right role, can be a real career advance after being standalone for so long.
  • in reply to Robey
    Great post, Robey. From what Alice has shared in previous posts, we know the MD is probably not for turning.
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