Is It Normal for HR Managers to Be Disliked? Seeking Honest Opinions from Fellow Entrepreneurs

Dear All, I am looking for straightforward, unbiased opinions on this topic.

BACKGROUND:

I am an entrepreneur running a 50 crore manufacturing and trading unit employing about 70 staff and 100 workers. It was a family-run setup with the MD making all HR and salary decisions and having direct access to most senior staff.

Three years ago, we decided to create an HR department as we felt a growing company needed it. We hired an experienced HR manager and an assistant.

My question is:

After three years—while we have been able to streamline many of the policies in the company and also streamline channels of communication—our HR manager is almost universally disliked by the majority of the staff. The manager attributes this fact to the cause that she has to implement all the disciplinary policies of the company (late coming, deductions, limits on loans, etc.).

In general, we are a relatively relaxed, profitable company and provide regular minimum 10-12% annual increments to all staff besides good facilities.

My question is: Is it normal for the HR department and HR manager to be generally disliked by most people in the company? We have no experience with this, so I am asking this question. Please share your views.

Thanks - Andy

Understanding Resistance to Change

This is something called resistance to change, and this behavior is normal among people. Employees often feel like HR is creating a gap or distance between them and the employer.

In this case, I would suggest that the employer should ensure to maintain their trust in the employees and help them understand that HR is part of the growing responsibilities in the company, not a hindrance to the organization.

Regards,

As mentioned by one of the friends above, it's just resistance towards change. The main thing you have to do is keep a balance between the HR team and other staff. You can directly talk with the staff if possible and explain the advantages of the HR Department to them. Also, in the future, if any employee comes with a problem directly to you, redirect the employee to the HR department and make necessary arrangements to smoothly solve the problem. By making such small changes, your staff will gradually feel more comfortable with the HR department.

Regards and Thanks,

Sajith Kumar K [Phone Number Removed For Privacy Reasons]

Dear Prince, I agree with Yaasmin and Sajith Kumar. It's really like resistance towards change. You always create importance for HR and showcase the benefits and services provided by HR. However, everywhere, most employees feel that HR is creating a gap or distance between them and the employer. Dear Prince, if you emphasize the importance of HR for some time, gradually your staff will feel more comfortable with HR.

Dear Andy, I am not an HR expert. However, I have worked in a number of organizations and can tell you that the HR department has not been seen in that light by all the staff. But all the organizations that I have worked for had an HR department that was well established for years. Part of the answer is in your message. Let me ask for clarification at the outset. Please tell us, what is the reaction of the workers to the HR department?

Like others have suggested, whenever a change is introduced that reduces the informal contact system (previously, "MD making all HR and salary decisions and with direct access to most senior staff," according to you) that existed, people feel that their importance is reduced. Also, when informality has to give way for formal rules and procedures, the decision-making time increases, and that can be frustrating.

Have a nice day.

Regards, Simhan A retired academic in the UK.

Interesting question. I do feel that HR needs to express its objective approach and should have sufficient management support to "market" their role in a more positive way.

Hi Andy, with reference to your query on the HR manager being disliked by employees due to implementing policies and procedures, my suggestions are:

• Let the HR Manager or HR personnel interact more with employees at all levels of management.

• The HR Department should conduct an effective induction and orientation program for new employees. Make this program fun-filled and exciting, as newcomers would expect.

• Organize team-building activities involving HR personnel; this will help create bonding between departments in the company, such as Administration, Finance, Production, Marketing, and even top management.

• Organize picnics, excursions, and annual dinner parties with families to allow social interaction between all departments, not just Production and HR. These activities incur a cost, but you will see the advantage in employee morale and liking towards the company.

• The HR Department should convey memos, messages, orders, and announcements in a polite, subtle, and slightly humorous way wherever applicable, so that the HR Department is not seen as the strict headmaster of the school.

• Employee grievances and issues should be dealt with politely and promptly. Once a few problems are solved by HR, employees will develop trust and liking towards the HR Department.

These are a few suggestions that come to my mind. I hope these are helpful.

Best Wishes,

Hussain

You should have allowed him to settle down with implementing policies on employee engagement and benefits and getting acquainted with the people systems. He/she should have been given a chance to build an interpersonal relationship with the employees and win their confidence before implementing policies on discipline. I would suggest that he should now be empowered to make unbiased decisions on day-to-day manpower movement, settlement of grievances at the root level, etc.

Why Does the HR Department Have to Be Disliked?

If they start disliking, they can even dislike marketing, finance, taxation, etc. Liking or disliking only comes when there is an embargo on getting things done in their favor, and whoever seems to be in their way would be perceived as a hindrance.

My company is also a closely held company. Until recently, i.e., up to the year 2005-2006, there was no HR department. We came and set up the department, initiated certain policies and procedures. Earlier, each and every single recruitment was done under the supervision of the MD and top management. As the company grows, it is not possible for them to concentrate on these issues, and therefore, such a department is established.

The HR department ideally must function as a bridge between the employees and management. They must address the genuine issues of employees and address the issues that deviate from the system. No one should work for people but work for the organization. When you initiate a policy, some people may benefit, and others may be affected. It is not possible to keep everyone happy.

In your case, I feel you are going in the right direction.

Regards,
Balaji

Thank you, Balaji, for your post explaining the situation in your company. However, it is not clear whether you have also experienced what he is experiencing: some sort of resentment against HR and its functioning. From his post, it's also not clear whether he is seeking a solution to his problem (though some have given excellent ideas).

Have a nice day.

Regards,
Simhan

I agree with Yaasmin and Sajith Kumar. It's really like resistance towards change. You always create importance for HR and show them HR benefits and services.

Here in this case, I would prefer the employer to make sure to keep their faith in them and help them understand that HR is a part of growing responsibilities in the company, not a hindrance in the organization.

It is very difficult to run an organization without an HR department, especially when we look at employee turnover, recruitment, training, employee welfare, and statutory compliances, etc. I have come across a similar situation. I was initially in another department of the company, and my transfer to the HR department was widely accepted by all employees in general. Within a short span of time, issues similar to those Mr. Andy has pointed out started popping up, depicting me as a most "disliked" person. However, being an HR professional, my endeavor was to identify the root cause and solve the same. The reasons behind the employees' dislike were:

1. They don't want to be guided or ruled by any person or procedure.
2. They don't like their relationship/access to the employer being cut.

My employer also initially got disappointed in the manner things turned around, and I think they even thought that their decision of bringing me as HR Head was wrong. However, the organization has 50 years of existence with branches across the country, and it is impossible to run the show without an HR department. They will have to deal with either me or any other similarly "disliked" individual. I proceeded with new policies that include a lot of welfare schemes, and I put in my best effort to bridge all gaps.

My employer has many other companies, and in one of them, they have a very weak HR department. Even after more than 15 years, they have no solid policies or guidelines on any matters. All newly joining managers implemented their policies for one or two years and left. Frequent changes in managers/operating officers led the company to an administrative paralysis. Finally, the management realized the necessity of a strong system and a capable HR professional to take care of the same. I was asked to support them in organizing a strong HR team and laying down guidelines and policies.

Solution for Overcoming Resistance

There is a solution for solving such "resistances." The following guidelines will, of course, help you:

1. Give certain defined empowerment to the HR Dept.
2. Route all HR matters through the HR Department only.
3. Do not intervene in HR matters unless there are stronger reasons to do so in the interest of the organization.
4. When laying down restrictive policies, let HR be the guardian of all employee welfare schemes.
5. When announcing any salary revision, let it happen through the HR Dept.
6. Announce all welfare schemes through the HR department.
7. Treat the most "disliked" with dignity.

This will, of course, solve your issues.

Regards,
shs

The Role of Support Functions in Business

Many support functions, like HR, do not always act as the 'support' functions they are intended to be. They sometimes tend to dictate certain policies and procedures that create hindrances in the functioning of the 'main' business functions. As a result, they are often disliked by many mainstream employees. HR needs to ensure that their work benefits the business. Additionally, they need to communicate with other functions to educate them and manage their expectations effectively.

Regards, Anand
[Phone Number Removed For Privacy Reasons]

Addressing Employee Discontent with HR

I think your HR department is doing well. However, your employees seem to dislike them. It appears that there is a communication gap between your employees and your HR department.

There may be some conditions:

1. If some of your employees dislike your HR department, it is okay. It is impossible to make everyone happy. In Ram Raj, everything was good, but some were against them.

2. If the majority of your employees dislike them, then it is a serious matter. Maybe your HR wants to make policies, and there is a communication gap.

3. It may be possible that your old employees did not want any mediator between you and themselves.

Handle this matter carefully. The HR department is the backbone of any company. If your HR department is solid, your company will grow smoothly; otherwise, there may be some troubles.

Regards,
Purushottam Dass Matta
Sr. Executive (Admin & HR)
Contact No: [Phone Number Removed For Privacy Reasons]
Email: [Email Removed For Privacy Reasons], [Email Removed For Privacy Reasons]

Dear all, HR being disliked or resented is not a new phenomenon. It universally applies to every change, particularly those changes where rules are laid down or strictly applied. As the company expands, there is a need to have formal systems and rules and regulations. This would be a departure from the days of informality and direct communication. Unavoidably, this might lead to unfair comparisons with the days of yore when everybody knew everyone else, and communication was direct and fast. Hence, such sentiments are bound to arise.

But the question that lingers is whether the management feels the same way. If the HR department enjoys the confidence of management, the next step is to win the confidence of employees. HR should take the initiative in improving the services it provides and take proactive steps in areas like employee development and the introduction of welfare schemes. An HR department that lacks employee confidence will struggle to address industrial relations issues and long-term interests effectively. Therefore, the situation calls for introspection by HR professionals on how to instill confidence.

Thank you.

Please try to implement the suggestions given by Mr. Hussain. They are excellent, time-tested, and really work. Ask your HR to present herself as a relaxed, approachable, and affable person, but without compromising on discipline. Wishing you and her the very best.

Regards,
Capt. Shalini Nair
Manager HR & Training
The Bella Vista

Dear Simhan,

I have not faced any such experience in our organization. We give enormous freedom to employees. We are transparent and open to everyone. Still, I remember what our MD told me when I met him during the interview jokingly, "See our cabins; they are made with glass so that people can see me from outside as to what I am doing inside."

We are a 40-year-old company. We started manufacturing single lifts way back in 1968-69, and today we produce no less than 6,000 lifts a year. We have grown and are enjoying the No. 1 position on an All India basis. We have 40 branches all over India and branches in Sri Lanka, Nepal, and the Maldives.

All this was possible only because we believe in people and the trust we have developed over time. There is no union in our organization. Whoever wants, and whatever they want, can directly approach the HRD Department and ask. The HRD department, if it is within the system's scope, does not wait for anyone's approval and immediately sanctions it. Some points that require intervention are still taken up with higher-ups, and special approval is sought.

As I was writing this, I had to go meet someone who came for an interview (who was with our organization three years back) seeking employment with us again. I asked him, "What was the reason for leaving our organization and what made you decide to rejoin?" He said, "He left the organization for salary and wants to rejoin for his career." I am considering him for our requirement. I do not have to ask anybody. That is the freedom I enjoy in my organization, and everyone in their department enjoys the same. Many people in our organization who left us have come back and rejoined.

Therefore, ideally, the management must practice a good working culture so that people always cherish the memories even if they leave.

Coming back to the question that the poster has put forth here. He is trying to understand whether the same trend is practiced by other HRD Departments in other companies. If most of us endorse, "Yes, in our organization, we are also facing the same issue," then the poster of the question may conclude that it is a common phenomenon and not take it so seriously. On the other hand, if we say that our organization is different, then he might like to fine-tune the department or the manager himself to be more acceptable to the employees; that is what I sense from his question (am I right, Mr. TKS?).

Regards,
Balaji

Thank you, Balaji, for responding to my queries. Yes, you have read Andy's mind. That's what he is trying to find out (How common is the problem he is facing?). Posts like yours explaining the position help him.

Having an open plan or glass windows through which people can see what happens is similar to the latest trend in some hotels and takeaways where people can see what's going on in the kitchen (How clean it is, how food is prepared, etc.). It helps to generate confidence. Giving you freedom is similar to what is practiced by SAS, explained in the book "Moment of Truth" by Jan Carlson.

Have a nice day.

Regards,
Simhan

I agree with Hussain's words. It is HR personnel's duty to maintain a sound relationship with the staff and handle their issues. This can be done through regular interaction with the employees. Try to involve employees in welfare activities and arrange weekly meetings with them, similar to how you organize birthday celebrations. You can arrange an open house on Saturdays for 20-30 minutes and invite jokes and whatever they want to comment on (should be healthy). Trust me, such activities can improve employee relations with HR.

Maintaining Sound Employee Relations

HR should know how to maintain a sound relationship with employees. If employees have started disliking HR, then try to find out the root causes. If you think that implementing strict policies is the reason, you should be able to explain the advantages of these policies as well.

Regards,
Sejal

The case is really interesting, but you need to analyze whether the policies framed by your HR manager align with a complete evaluation of your company culture and work environment. Agreed, there is resistance to change, but tell her to first sell herself to the employees and try to build up trust within them. Don't just hammer them with all HR policies. Yours is a manufacturing company, so blue-collar employees do have a separate mindset.

Even I joined an organization that did not have an HR department, but after joining, I removed all the nonconstructive policies about management and developed some really good policies about salary on time, OT to be paid on time with proper rates, suggestion boxes, Kaizen & 5S, incentive schemes, and training that were easily accepted by them. After the strict policies were implemented, they also got accepted with not much resistance. Please tell your HR manager to build up trust and faith amongst employees.

Warm regards,
Nikhil

Of course, your question is very valid and crucial. I appreciate your honest attempt to understand the intricacies of HR. However, your question misses one aspect, "is disliked."

There is a significant difference between the terms "need to be disliked" and "is disliked."

In fact, based on my in-service experience of about 40 years and post-service experience of 10 more years as a consultant, my firm opinion is, "HR does not need to be disliked, but is generally disliked by the employees." Generally, HR personnel neither try to know nor want to know why they are not liked by the employees and how they can avoid that dilemma, while the answer is quite simple for them to understand, provided they try to understand. That is...

Their own attitude and working style.

In this respect, you may also like to see my post on the issue of employee attrition from the following link: http://citehr.com#post1551555

In your eyes, your HR Manager may be an experienced person, but I may frankly rate her as an inefficient Manager if she is being disliked by her subordinate employees, as she has not been able to learn anything from her experience. An experienced person is one who learns well from his or her own experience, as experience is a great teacher for a person. Nobody else can teach him/her as well as his/her own experience.

Even if you try to pay your employees an increase of 25-50% instead of 10-12%, the employees won't stop disliking your HR Manager irrespective of her extensive experience. She may be implementing the HR Rules or disciplinary rules very perfectly, sincerely, honestly, and without any bias, but unless there is a human touch in her working style, she cannot earn any respect as an individual HR Manager.

Rules and procedures are made only for the guidance of one and all to streamline the processes. Human values also have to be taken into account and considered before implementing such rules and procedures. Rigidity in implementation always works adversely. Not the words, but the spirit of rules have to be observed. If a person is aware of the fact that you have a stick or rod in your hand, he would definitely be afraid of you with the fear that you would use that to beat him. But the moment you use that, he would become fearless. So, punitive rules should be used only sparingly and that too with the tough type of employee only, so that others should also take a lesson from that incident.

We have to treat our human resource not merely as human resources but as "Human Capital" to work for and in the interest of the organization but by respecting their values, needs, passions, and emotions also so that they may feel the sense of belonging and also feel themselves about their responsibilities towards the organization, its development, and progress without any need for enforcement of policies. Needless to emphasize, no one likes to be treated as inhuman.

An organization is just like a family and has to work as a family only. The mere idea of bossism cannot work. So, unless your HR Manager starts dealing with the employees as the second head of the family, she can't succeed.

Hope you would like to agree with my opinion.

Regards,
PS Dhingra
Chief Executive Officer
Dhingra Group of Management & Vigilance Consultants
New Delhi, India
[Email Removed For Privacy Reasons]

Andy, it seems that your organization is growing, which is a good sign. It's also a very crucial time. Let everybody know about it and arrange some good training programs for employees. They will eventually agree. Additionally, HR need not insist on implementing all the policies from the word go. Give employees time to digest the changes.

Regards,
Abhay Damle
[Phone Number Removed For Privacy Reasons]

I think a lot depends on what and how the HR communicates, what role they are supposed to play (and are playing), and what authority they have. It could be a pure communication issue or could run deep into rifts (or faults) in the organization design. They are the two ends of the spectrum. You might need to analyze which one is the cause among the several possibilities in between.

Hi Andy,

Let me tell you that the HR department is one of the pillars of the organization. Their job is to create employee engagement in consultation with the company management, conduct awareness programs on industrial safety, and provide training for the welfare and development of employees.

Challenges in HR

In certain segments, HR is disliked due to the necessity of effectively implementing the appraisal system. It is challenging to satisfy every employee in the organization. Non-performing employees must be removed as they become liabilities. Additionally, negative thinking and jealousy among some employees contribute to the dislike of HR.

Despite these challenges, HR remains an essential department in the present circumstances.

Thanks

The Role of HR in Organizations

For any organization, HR plays a crucial role. Without human resources, no office, factory, or company can function effectively. The basic role of HR is creating policies, procedures, and systems to facilitate the management of human resources, but not necessarily in the same way you use tools, machinery, and equipment. Human resources have a life only if you connect them to a power source. In the case of HR, individuals are knowledgeable, intelligent, and hardworking, but they also have a brain, a heart, several limbs, and emotions, which machines and equipment do not possess. If you treat human resources like tools and equipment, they will naturally crumble under pressure.

The Importance of Neutrality in HR

In this situation, the person handling Human Resources should not take sides with management, become a henchman, and blindly implement everything management says to save money for personal gain. The HR manager should always stay neutral and point out mistakes that may occur on either side. They are the vital link between the two parties and should be more empathetic towards the workers than management. The HR manager should lead with compassion and not just enforce rules on employees.

Personal Experience and Philosophy

While the owner can shut down the office or factory for a week as they have the resources to survive, the same cannot be said for the workers. Having worked for 40 years, including 33 years with an Indian MNC, and managing executives and supervisors for nearly 20 years before retiring 12 years ago, I recently met many former colleagues at a wedding function. Each person greeted me warmly, inquired about my well-being and family, and I maintain contact with my team members, who have never spoken ill of me.

I believe in being flexible and bending the rules to support employees in times of need. Rigidity is fragile and breaks easily, like an electric pole in severe winds, unlike the resilience of bamboo. The same applies to the HR Manager. I conduct numerous soft skills training sessions in India and abroad for various industries, including online HR training, where I emphasize the importance of treating others as you wish to be treated in any role you undertake.

Best wishes.