You have an HR question.

So, you open Google.

A few minutes later, you have pages of results and several different answers. Now you’re even less sure about what to do.

Sound familiar?

Maybe an employee has asked for time off. Perhaps you need to discipline someone. Maybe an employee has made a complaint. Or, you may be thinking about terminating an employee.

Suddenly, you are asking yourself:

“Am I actually allowed to do this?”

So you Google it.

There is nothing wrong with doing some research. In fact, the internet can be a helpful place to start.

The problem comes when you assume the first answer you find is the right answer for your business and your situation.

That’s where HR can get complicated.

Google Can Give You an Answer. It Can’t Give You Context.

There is no shortage of HR information online.

You can find government resources, HR articles, templates, checklists and advice on almost any employment topic.

However, an answer is not always the right answer for your situation.

Many factors can affect an HR decision. These can include:

• Where your employees work

• The size of your business

• Your company policies

• The type of employee involved

• The circumstances of the situation

• How similar situations have been handled in the past

As a result, two businesses can face what appears to be the same employee issue and still need to handle it differently.

That is why context matters.

“But I Found It on Google.”

We’ve all said it.

You find an article that seems to answer your question. It sounds reasonable. You may even find several websites saying the same thing.

So, you move forward.

But there is a problem.

You may not know what you are missing.

An online article could be:

• Written for another state

• Based on information that has changed

• Intended for a larger or smaller business

• Written for a different type of employee

• Missing an important exception

• Based on a situation that is different from yours

The information may be accurate.

It still may not answer your question.

HR Problems Don’t Always Look Like HR Problems

This is one of the biggest challenges for small business owners.

A situation may seem simple at first. Then, you realize there are other questions involved.

For example:

An employee asks for time off.

Is it vacation? Sick time? A medical leave? A reasonable accommodation? Protected leave? Something else?

An employee isn’t performing well.

Should you issue a warning? Start a performance improvement plan? Document the problem? Or could there be another issue that needs attention first?

An employee complains about a manager.

Can you simply talk to the manager? Or should you document and investigate the complaint?

You want to terminate an employee.

You have decided the employee is not a good fit. But have you documented the performance issues? Have you handled similar situations consistently? Is there anything about this particular employee or situation that needs additional consideration?

These questions can change how you should approach the situation.

That is why a quick internet search may not be enough.

You Don’t Have to Be an HR Expert

Here is the good news.

You don’t have to know everything about HR to be a good employer.

Instead, you need to know when a question deserves more attention.

Good HR support does not mean getting a 20-page explanation every time an employee asks a question.

It means having someone you can turn to when you are unsure.

You may need help answering questions such as:

What are my options?

What should I consider before I act?

What should I document?

Which policies apply?

Is there a compliance issue I need to consider?

Is there a better way to handle this?

Sometimes, the answer will be simple.

“Yes, you can do that.”

Other times, the answer may be:

“You may be able to do that, but let’s talk about how you get there.”

That kind of guidance can make a big difference.

Don’t Stop Using Google. Know When to Stop There.

Let’s be realistic.

You’re probably going to keep Googling things.

We all do.

Google can be a great place to start learning. Government websites can also provide valuable information. Research can help you understand an issue and prepare better questions.

The problem starts when online research becomes a substitute for professional HR guidance.

For a simple question, a quick search may give you what you need.

However, some situations deserve more attention.

These can include:

• Terminations

• Employee complaints

• Leave requests

• Reasonable accommodations

• Discrimination concerns

• Harassment complaints

• Employee discipline

• Workplace policy questions

In these situations, getting guidance before you act can be much easier than trying to fix a problem later.

Before You Hit “Search,” Ask Yourself This

The next time an employee situation sends you running to Google, stop for a moment.

Ask yourself:

Do I just need information, or do I need help making a decision?

There is a difference.

If you are still sitting at your computer thinking, “I don’t know what I’m supposed to do here,” that may be your answer.

You don’t need to know every HR rule.

You just need to know when it is time to ask for help.

Consult HR Services provides HR support to help small businesses navigate employee issues, workplace policies and HR compliance with greater confidence.

Because sometimes the best answer isn’t another Google search.

It’s a conversation.