Puf is talking about the future of HR, this week, so I want to contribute my thoughts on Human Resources as it exists today.
The more I know about you as a person, the less effective I am at my job in HR.
That feels about right for HR, doesn’t it?
I Don't Care About You
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It depends.
Sometimes knowing stuff helps me figure someone out. For example, if a manager comes and complains that Jane looked pissed off in the meeting this morning and he thinks she might have an attitude, but I know that Jane is four months pregnant and still has crushing morning sickness and was just trying hard not barf in front of everyone, that’s helpful. I can say “Dude, it wasn’t you. She’s really sick. I went through that, and everyone thought I was pissed too, but really I was just barfy. Don’t take it personally.” That’s good. Sometimes knowing stuff gives you insight that allows to give better advice to managers.
But when I had to RIF 1/3 of our workforce, and I knew who was having a baby, whose spouse had cancer, who had just bought a house…that sucked. I wasn’t less effective, because the job was to fire them and we did…but it sucked.
Great response, Kerry. I would change the statement to “the more that I share about ME as a person, the less effective I am at my job in HR”. I’m cool with knowing about other people. It’s my job to listen and figure out what’s going on. I’m empathetic, but it’s business. It’s when I share personal info about ME and I start developing a personal relationship that the guard goes down.
@Kerry You’re so right. It’s a double-edged sword. I will say this much: if I’m doing my job right, your manager knows more about you than I do. [Also, honestly, I just really loved this graphic and I wanted to use it. Cracks me up. I want to make this into a poster.]
@Bonita I’m okay with people knowing stuff about me. In fact, it was one of the ways I made inroads with my client groups. I gave them permission to treat me like a colleague, instead of the police, and it worked. Now I’ll say this much: I’ve never worked in an environment where anyone threatened my personal security. Some environments hate HR, and it might not be wise. I was lucky enough to work in environments where this wasn’t an issue. Even when I helped to divest the assets of a company and rif 1,000 in a month (thank you, insurance industry), I still felt safe enough to connect with people and talk about myself.
Laurie, thanks again for the props, you totally rule. The link is weird, but I dig it!
When it comes to knowing people, I’m a little hardened by the military. I love to get to know people, knowing peoples unique stories makes me effective as a recruiter and a comedian, but the realist in me understands that bad things happen to good people, it sucks, it hurts, but we gotta keep on truckin’ (I’m feeling 70′s today)
@Puf I’m feeling kind of 80s, today. I’m reminded of the lyrics, “The more you ignore me, the closer I get.” Maybe employees need to play coy with HR to strike up our fancy and our interest in their lives?!
Laurie, that only works for female HR employees (I am not saying this to be sexist, just speaking as a dude). As a male HR employee, I can assure you we are oblivious to coy. As men we are oblivious to all subtlety, hints, inneundo, etc. If you don’t come at us like a ton of bricks, we won’t get it. this comment sponsored and endorsed by Mrs. Puf
I just want to say that I love the graphic. Who created it?
Hey Tim it was on that website where it links. So funny.
@puf True. Dudes of all ilk, not just HR, operate differently.
I disagree with you on this one.
We use a Daily Supervisory challenge technique to encourage engagement. Some of the simple technqiues – speak to all your employees at least once a day. Another, get to know them more by discussing their families and their interests…
HR needs to do the same
I work in a small manufacturing plant in a small, mid-west town. Everybody knows everybody and nobody has any secrets. One benefit is transparency; I know where everyone is coming from pretty quickly. The other side of that coin is lack of professionalism; employees don’t know when something is not appropriate to share with the general public.
That said, I always know when someone got hurt at home vs. claiming WC. In recruiting, I always know when someone will fit in (I know that Laurie goes for skill over fit, but in a small team it just doesn’t work) and after 3 years of weeding, I finally have a congenial group that actually PRODUCES! My job is done…
which is why I have the time to hang out here.
@Michael Does HR need to do the same within our department or with our clients? I had 1500 employees (globally) assigned to me at one point. When I’m talking to you about how much you hate your job, and when you’re venting, I’m ignoring the needs of 1499 other people. Hardly seems fair. If your boss is violating your civil or human rights, come see me. If you need to learn how to have more productive conversations with your boss, come see me. If you want to bitch, call your Mom. She’s sympathetic.
@HRInstinct OMG, I worked in that same environment. Candy factory. St. Louis. You know who’s sick, who isn’t, and who is sleeping with the shop steward’s wife. Or wait, maybe I just knew that one…
I hate people.
The less I know about them, the less I have to interact with them, the happier I am.
Anyone who ever tries to work for me because they “like people” gets met with less interest than my savings are getting at the moment.
I am with Kerry and Bonita. I believe in talking to the employees, making your rounds everyday. Now I have 5 different facilities so it is a little difficult to get to all of them but I do what I can. If the employee wants to let me in on their personal life, I let them. Only those I come to trust the most outside of HR do I let into my personal life. I have learned the hard way that if I don’t then that information can be used against me later. I have learned that if you do not put yourself out there for your employees to meet and get to know, in a professional way, then they will not come and talk to you about any problems they might have in the workplace. I believe that to some extent to have to make friends with the employees, ALL OF THEM, whether you like them or not. When I say friends I mean “professional” friends. You don’t have to go to dinner with them or spend any time with them outside of work but as long as they feel comfortable with you they can be your ally. I am the only person in our HR department so being “nicey-nice” to everyone is what I have to do or these backstabbing managers will go around me everytime. I have been here for a year and it is a little better but not much. They are a controlling bunch and hate the fact that I am “making them mind” when it comes to HR and they way things should be done. I hate ass-kissing but sometimes it helps.
@Laurie – I don’t think that an Hr person needs to be a therapist in order to provide some level of personalized attention to people. Knowing your personal style with people, I suspect you did what I talking about naturally. It only takes a moment to remark on their family, or an event, or their sports team, or whatever to make a minor connection. Do that often enough and it raises the perception of HR beyond either “crying towel” or “personal confidante”.
I can’t do it any differently, and I am pretty effective.
I’m sitting here, right now, with headphones on (listening to My Life With The Thrill Kill Cult) because I want to avoid conversations with a co-worker in the same office. The person talks on and on about himself, his family, his politics, his religion, his problems with relationships, etc., etc., etc. to the point where I don’t have any respect for the person— and even think he’s a dumbass dork.
I think it’s a bad idea, in the workplace, to “get-to-know” a person too much– or at all if you can avoid it. You might not like what you hear.
“It is best to be thought a fool, than to open ones mouth, and remove all doubt.”
Abe Lincoln
I don’t think you can hang in the same mid-level position indefinitely. From my perspective, it takes you a couple of years to really hit that point where you know everything to a nuance level and you’re max effective. Then unfortunately, you move beyond it. You start to understand why the insecure asshole director is insecure. People become too human and as much as you distance yourself, you become attached. The most effective HR professional is the one who is still detached enough to act in the best interest of the enterprise as a whole.
In other words, right on…
I think it’s a matter of balance. Knowing someone can help OR hurt depending on HOW you know them and how you handle it.
That being said, HR is a damn difficult profession and as your “work subjects” are people. Doing your job without being distracted is hard because, as social animals, we think of people as, well people. You have to know how to handle YOUR way of handling people so it doesn’t interfere with your work.
HR is definitely not for everyone.
@TheHRD I’m with you. I’d like to be a HR professional for kittens and puppies. Baby ducks. Hedgehogs.
@Sara I think you’re probably a great HR professional because you bring compassion and common sense to your job. I can’t disagree with you from a kindness perspective, but I still go back to questioning the true role of HR versus what management should be doing…
@Michael Oh I hate it when you make such a measured, well reasoned argument.
@MattyMat THE DAYS OF SWINE & ROSES!!!
@Amy Hey thanks! I wonder if attachment is an issue in accounting or marketing.
@Steven TRUE. All of it.
@Laurie – I know you hate good points! Just as I hate replying to your thought provoking posts!
We both suck
I am the Father– the Father of Nothing!
Those were the days, my friend.
(Saw KMFDM a while back– they’re into the hard stuff these days– sound good tho)