HR's Dilemma: Who Supports and Motivates the Motivators?

If HR is responsible to motivate employees and take care, who would motivate HR?

I think HR is responsible for motivating himself. Don't be surprised; let's see the basic responsibilities of an HR professional. It is to motivate employees and retain the best talents under one roof. If he succeeds in retaining the best talent, ultimately, he will have self-satisfaction that he has done his job with utmost dedication. That, in itself, is enough to motivate him to become the best HR who has the caliber to retain the human resources/employee management of his firm.

Regards,
Shabana Jamal

Hi, yes, this is the primary duty and responsibility of the HR department to motivate their staff members to reduce the attrition rate and make them comfortable.

Strategies to Motivate Employees

To achieve this, you can organize monthly get-togethers. During these gatherings, you can celebrate the birthdays of those whose birthdays fall in that particular month and introduce new joiners. Additionally, you can arrange in-house games like musical chairs, tambola, or quizzes.

Thank you.

Dear Paul,

Nice question. The answer is simple. There is always more joy in giving than receiving. The very fact that you are given a task to motivate others is honorable and thus motivating.

Enjoy Motivation :)

I don't think it would be too important for a person who motivates others to worry about getting motivated themselves. If that motivation comes from within, then there are no worries. Always try to practice what you preach.

बहुत ही स्वादिष्ट Omelet बनाते हैं!

Cheers,
-FL

Yes, HR runs on its own rechargeable batteries and at times gets recharged with his or her own power, in the form of experiences, bad or good.

If he or she thinks of being an HR, they must understand the topmost duties and responsibilities and recognize that as an HR, they are an example for all employees. Therefore, the best person who can motivate an HR is themselves. Sometimes, when an HR lands a position in a great company, their director also plays a major role in motivating them. However, they have to be very lucky to get into such an organization.

I think HR professionals should be self-motivated. An organization can also support them by organizing training schedules from time to time, which will enhance their skills and expertise, ultimately motivating them. This, in turn, will result in motivating the entire organization.

A good question indeed! HR Managers are expected to be leaders and therefore should possess qualities such as being "Self-Motivated."

In my opinion, HR plays the role of a mother. A mother gets motivated when her children score high, achieve great things, and show gratitude.

The use of the terminology "Human Resources" is gradually being replaced by "Human Capital." Therefore, every asset is expected to be maintained periodically. One of the maintenance tasks required for the staff is "periodic motivation." Otherwise, the asset will experience a breakdown.

Regards,
Mohd. Hashik
[Email Removed For Privacy Reasons]

As truly said by many people here, HR has to be self-motivated as they have taken up the responsibility of motivating others. During the time of recruiting HR staff, this characteristic has to be kept in mind. In fact, when a person chooses HR as a career, it should not be because they are not left with any other option. Talking to people, listening to them, counseling, and helping in difficult times should be a passion for them. Such a person would never find themselves demotivated as their source of motivation will be the satisfaction they derive by listening to others and helping them.

Nevertheless, HR staff are also human beings, and they also face ups and downs in life; they can also be demotivated. At that time, the first support comes from their colleagues—i.e., other members of HR, their reporting officer/senior. Also, if they have really helped other employees during their problems, support will come from them.

I think motivation is a kind of give-and-take relationship. Right management will surely motivate every employee, while bad management can be destructive (self-destructive too). It all depends on which management you are working under! As someone said, "self-actualization" plays a major role in motivational aspects. Motivation may not only come from the boss or team; it can also come from reading books, watching documentaries (on specific subjects), and exposing oneself to other working environments. This question is a kind of "egg first or hen first"!

I appreciate the concern that has been raised. The issues need to be sorted out because they affect not only the individual but also everyone.

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At the end of the day, even HR is a human being, so it's impossible for them to be self-motivated always. Like their counterparts, they too depend on various internal and external sources of motivation.

Respect and Motivation

HRs are generally considered to be in 'respectable' positions in the organization. Even senior employees from other departments address HRs by prefixing with 'Sir/Madam'. This is not the case with sales employees. This respect motivates HRs to remain dedicated to their roles.

Sensitivity and Appreciation

HRs are typically more sensitive by nature. Even small gestures of respect or appreciation from their colleagues can have a significant impact on them, further motivating them to perform better for the company.

Continuous Learning

HRs are constantly required to expand their knowledge. They are often found reading books on leadership, motivation, biographies, etc., which serves as a source of motivation for their professional development.

Performance and Appraisals

They are aware of the criteria for appraisals and understand how their performance can impact their evaluations. This knowledge motivates them to adhere to the 'dos' of their tasks, fostering self-motivation to efficiently carry out their responsibilities.

Scarcity and Pride

The number of HR vacancies in organizations is usually limited, given the typical ratio of other employees to HRs being around 100:1. This scarcity motivates HR professionals to take pride in their work, as there are numerous employees vying for their positions.

Compensation and Incentives

While vacancies and initial salaries for HR roles may be low, there is a shortage of highly qualified HR leaders. Consequently, they are well-compensated according to industry standards. These incentives serve as additional motivation to excel in their roles.

Power and Responsibility

HR professionals wield power in organizations and are entrusted with designing work environments and shaping the professional growth of other employees. This responsibility presents a challenging yet motivating opportunity to contribute to the overall organizational development.

Self-Actualization

No one reaches the stage of self-actualization overnight; it involves progressing through various levels of motivation. The reasons mentioned above are just a few examples; there are many more aspects to consider. Your feedback and inquiries are highly appreciated.

Regards,

Mayank Kukreja

Self-motivation of an HR personnel is very much essential. HR is an identity, not only a KRA-based job.

The Role of HR in Motivation

HR professionals need to be self-motivated because they are responsible for motivating others. They must seize every opportunity to inspire and encourage employees. If HR does not take the lead, no one else in the organization can work enthusiastically.

Motivation for HR Professionals

HR professionals are also human beings who require motivation to progress in their careers. So, how can they find motivation? By witnessing employees' outstanding performance and improvement, seeing their smiling faces, receiving their respect, and having them come to you with their problems because they trust you. When you address employees' queries and solve them, at the end of the day, they will be happy, and so will you. 

@ Mayank: You very beautifully summed up some common thoughts in your seven points. I very well agree with you that if HR personnel are sincerely involved in their work, they'll find ways of self-motivation. Mr. Abraham Maslow will be happy that his theory is practicable as HR people find solace in fulfilling their Esteem Needs and vice versa!

Well, when HR does a lot to motivate others and starts getting results in terms of a highly motivated workforce, they are themselves motivated.

In my opinion, HR should be motivated by management because HR is a part of management.

I have 4 years of experience in the HR department of various manufacturing concerns. As far as I know, most of the time, HR becomes the scapegoat in internal departmental friction. As a result, HR is almost equal to wielding the stick rather than the carrot. But I agree with the fact that motivation has to come from HR rather than any other department, and it is the responsibility of HR to take care of its employees. The HR department has to be proactive and self-motivated.

The Emotional Quotient of HR Professionals

Self-motivation is the biggest emotional quotient an HR professional possesses. However, ups and downs are episodes faced by common individuals. Ultimately, they maintain their optimistic behavior on the required track!

Regards,
Deepika Tikekar

Who Motivates HR?

The general opinion is that HR has to motivate itself. But aren't HR Managers and Executives human beings too? Don't they have their own dissatisfactions and stress levels? If HR is not motivated, how will it function as a motivator?

HR needs to be motivated by the company's top management, whether it be the CEO, Board of Directors, or anyone to whom HR reports.

Motivation is required at all levels, in all departments, irrespective of the position. The only difference is that HR professionals need to show a maturity level of not only appearing to be motivated but also being seen as motivated in order to become examples for others.

Regards,
A. Pinto

Hi,

HR will be motivated if its efforts are appreciated by top management. Without top management's support, HR will not be able to implement new policies, rules, or programs that will keep the employees engaged. Hence, it is necessary for HR to get backing from the top.

I have seen most people saying that HR themselves should be motivated, which I don't agree with. Imagine, after handling all the retention, providing support for the management, and recruiting all the required skilled people, if HR is not provided with the support they should get, they will, for sure, be demotivated. I think it's the CEO who should motivate HR in a large organization, or the MD, or the owner themselves in smaller organizations.