HR Professionals: Can We Ever Find Job Satisfaction Amidst Conflicting Expectations?

Hi Friends,

As I am from the HR field and have more than three years of experience in the same field, I want to ask one question to all HR professionals. After being in such a responsible HR designation, do we receive respect and positive responses from both employees and top management? We often find ourselves stuck between top management and employees. If we implement something suggested by top management, employees may perceive HR as an enemy. On the other hand, if we support employees, our bosses and top management acknowledge that we are doing our job well. Despite giving our best effort, we cannot seem to satisfy both parties.

Do you think that in such a case, HR professionals can ever achieve job satisfaction from their role?

Good question. This query arises not only for you, who have been in HR and have the same question in mind.

1. We can't make any individual decisions without management guidance.
2. The HR department should be in the shadows of the management board.
3. Another issue is that in a company, most departments do not understand the activities of HR, yet they criticize and argue about our work.

Friends, kindly look into this topic and provide guidance.

Regards,
Saravana
Executive - HR

HR handles all HR administration independently without any issues. However, when it comes to decision-making, HR may not fully comprehend the consequences of their decisions and sometimes makes choices impulsively. When seeking approval from the management, the decision is scrutinized from all perspectives, and either supported or rejected. Management, overseeing both processes and HR, possesses a broader understanding of what is best for the company. Therefore, HR should not perceive management decisions as obstacles to their activities. Just as employees tend to blame HR when expectations are not met, HR should refrain from shifting blame onto management. It is crucial to acknowledge that management holds a higher authority and understands what is in the best interest of both HR and the employees.

Sure, my friend... HR surely has job satisfaction. It's up to one's attitude. If you feel satisfied with your job, then it will certainly provide you with full satisfaction; otherwise, vice versa.

By,
Vignesh
HR Specialist

Hi Sheetal,

You are right in saying that we fill the gap between top management and employees. We are like a bridge for both. If the bridge is not in proper condition, then everything collapses.

It's really a great job and brings work satisfaction to work as an HR.

Regards,
Arun. V

Hello,

I feel job satisfaction for HR people is the way in which HR professionals look at and perceive the forces around them. If you feel HR is stuck somewhere between the management and the employees, then it is also a fact that sales personnel are stuck between the interests of the management and the customers. Similarly, employees from the finance department are required to balance the interests of the shareholders and the internal interests of the organization.

Thus, job satisfaction is ultimately the way in which one views their job rather than assessing more about the impact of external and internal forces on the job.

Regards,
Natasha
natashapb01@yahoo.com

Hi,

Job satisfaction is within you. Find a way to add value in whatever you are doing, maintain transparency in dealings, keep the human factor in mind always, and distance yourself from emotions and sentiments - all of these will help you achieve job satisfaction. As advised by the Gita, we need to simply do our duty, and the rest is in God's hands.

MSV

Sheetal,

I have 12 years of experience, and at times, I go through what you have written about below. I am a generalist, and I see myself as a bridge between my employees and the management. I am happy when people use this bridge often. I convey the same message to my management. Job satisfaction is achievable, especially in large organizations with tiered HR structures. Do you not appreciate the respect, power, and elite group tag that you receive? Do you not feel satisfied when an Employee Satisfaction survey indicates that people are happy with HR? Consider all these aspects as part of the satisfaction process. Remember the satisfaction derived from being one of the first to know when a colleague is searching for a new opportunity. This satisfaction is what we, as HR professionals, can derive.

As I am from the HR field and have more than three years of experience in the same field, I want to ask a question to all HR professionals. After holding a responsible HR designation, do we receive respect and positive responses from both employees and top management? We often find ourselves stuck between top management and employees. If we implement something suggested by our top management, employees may view HR as an enemy. Conversely, if we support employees, our bosses and top management commend our actions. Despite putting in our best efforts, we may struggle to satisfy both parties. In such cases, do you think HR professionals can ever find job satisfaction in their roles?

Remember, friends, that what we think of ourselves is more important than what others think about us.

HR is one of the most challenging careers. In organizations, all the people will be there to take credit for whatever goes well, and there will be no one to take responsibility if something goes wrong. In fact, they try to blame HR for anything that goes wrong.

However, in a progressing organization, HR is considered a key partner for business success rather than just a support function, which is very satisfying in itself.

I have observed that job satisfaction among HR professionals (including myself) remains mercurial, fluctuating frequently. This needs to be changed, and we ourselves can make that change. Set your values, set your priorities. Give more weight to self-appraisal than to comments and remarks by others (employees, boss, peers). Be consistent with your approach, and you will surely have good job satisfaction.

- Hiten

Dear Sheetal,

The dilemma you are facing is very common. However, as HR professionals, we cannot afford to have this dilemma. As mentioned, we act as a bridge between the employees and the management. We must navigate a tightrope, mastering the balancing act of advocating for employees while also fulfilling management responsibilities. This dual role presents a significant challenge, and finding satisfaction in this perpetual challenge is essential, isn't it?

I hope this helps clarify the situation for you.

Best regards

Hi,

Job satisfaction for an HR professional depends on the following:

a) The organization

b) The empowerment an HR professional enjoys

c) Challenging assignments

d) The interpersonal skills possessed by the HR person.

If you work in an organization where a lot of importance is given to HR for implementing the latest HR/people practices to retain and groom talent, then you will derive job satisfaction as you execute these initiatives.

Secondly, it also depends on how much you are empowered to discharge your functions effectively. It is not only about responsibility; authority should also be delegated to the HR person. This will bring job satisfaction automatically.

Challenging assignments such as rationalizing the manpower, automating HR processes, institutionalizing Total Employee Involvement activities, and implementing 360-degree feedback will enhance our job satisfaction level.

Last but not least is the interpersonal relationship we have with other processes. When we enjoy a good rapport with our internal customers - both employees and other departments, we will start liking our role, which will eventually enhance job satisfaction.

Thanks & Regards,

Kalyan R

Thank you, Mr. Pawan!

I had fluctuations in my job satisfaction perception earlier, but now I have learned to perceive them better and consistently. I feel better about my job, and the organization is also pleased with my performance.

How about you?

Regards,
Hiten

Dear Sheetal,

My advice to you is to check out what your top management wants you to implement. If you think that it is genuinely not in the interest of employees and your organization, raise the matter with the top management, discuss it with them, probably by way of statistics. There may be some information of which your top management is not aware, and as a responsible HR member, it becomes your responsibility to bring it to their notice. I'm sure top management is open to discussion in the interest of the good of the organization. It's the same the other way round, i.e., the employees need to see the point of view of their top management and YOU have to show them that. Try it, and I'm sure that you will not only feel more satisfied with your role but will also become a successful HR head!

All the best,

Regards, Anjoo Chandiramani, Health Education Library for People, Mumbai.

Dear Sheetal,

I have 15 plus years of experience in HR. The question of job satisfaction lies with oneself. As far as our profession is concerned, it is a supportive one to the management, and we bridge the gap between the management and the employees.

Whatever we do as part of the implementation of the management policies, there is bound to be criticism, which we have to take as part of the game. Job satisfaction, if you don't get a proper response and support from the HOD or the subordinates within the department, then you won't have it. But as far as the response from other department employees, I would suggest that you ignore it.

As long as you have satisfaction in completing the tasks given to you and fulfilling the commitments as part of an HR person, there is nothing to worry about.

Regards,
Ramesh Bala

HR is a very big area and a vast domain. Here, people with less than 5 years of experience are considered as armature. It is only after that, the HR is considered to be an expert in his or her domain.
I am yet to understand, what do you mean by “HR Job Satisfaction”. HR is not taken seriously because they have failed to reach the employees. They stay within their departments, cabin or cubical. If employees come to them with their issues then HR fails to address their concerns or handle in shabby manner. They make policies and procedures and then they themselves do not follow that.
Hence, there are many reasons why HR is NOT taken seriously in many companies by other departments and seniors.
Regards
Sanjeev

Hi Dear All,

In my company, I am also facing the same problem. The top management wants to go for cost reduction by decreasing the miscellaneous benefits of the employees, which hurts me too much being a part of HR. If I favor employees for this, then it becomes a question of my survival in the company. Please suggest what I should do.

Thanks and Regards,

Rajeev Pandya
Human Resources

Hi all!

You all would have read and learned about the most famous lesson in history - Krishna - Arjuna Samvad: "KarmanyevAdhikarAste Ma Faleshu Kadachana. Ma Karma Fal Heturbhu, Te SangotsAviKarmani." One should perform duties and should not worry about the result. Also, the western thinkers say - "Ends justify the means." I keep the above in my mind all the time, and yes, I get job satisfaction.

- Hiten

Dear Sanjeev,

Thank you for your opinion and response. However, I do not agree with you on the point that a person with less than 5 years of experience cannot manage HR policies well. I believe that if you are hardworking and dedicated to your role, experience does not matter. As an HR professional, I cannot agree with this viewpoint. We are here to discuss the job satisfaction of HR professionals who are sincerely dedicated to their responsibilities. Even if, for some reason, both their top management and employees are not satisfied simultaneously.

Regards,
Sheetal :)

Hi Sheetal,

Sheetal, you're quite young and still have a lot to go through. With time and experience, you will realize there is satisfaction. Familiarize yourself with the systems of HR, delve into the details of performance appraisal, compensation and benefits, competency mapping, etc. I am sure that if you explore and assess where your organization stands in these areas, and have discussions with your boss regarding HR matters, you might receive positive signals to implement changes. Always strive to maintain relationships with employees at all levels in your organization. By interacting more with employees at lower levels, you can understand their perspectives better. Create a comfort level where employees feel free to discuss any concerns with you, and it becomes your responsibility to address them. As HR, you understand that a stress-free work environment leads to higher productivity. As you engage with management and discuss issues that benefit both management and employees, you will enhance your understanding of employees during appraisals due to your interactions.

So, don't get frustrated or doubt job satisfaction. If you have further questions, feel free to reach out.

Best wishes,

Prabhakar Rao.M

Hi,

Your comment about HR making decisions like a child is very absurd. HR should understand the business of the company to make the right decisions. When we don't understand our business and employees, we don't get recognized by either, and that's when we are not satisfied with our job.

Regards,
Anitha Simon

Dear Rajeev,

The cost reduction by reducing some minor benefits that you enjoy might eventually prove beneficial to the long-term profit for your organization. I think the management does not unnecessarily want to 'trouble' their employees; maybe as of now it is the right thing to do, and the future may bring you lots more benefits and definitely job security.

Regards,
Anjoo Chandiramani

Sonali,

Your points are very valid and thought-provoking. I fully agree with you. Bridging the gap will be the key role we have to play, and that challenge leads to satisfaction.

Regards,
Srinivasan
Chennai

Dear Sanjeev,

Thanks for your opinion and response, but I am not at all in agreement with you on the point that if a person does not have less than 5 years of experience, he or she cannot manage HR policies well. I do believe that if you are hardworking and dedicated to your profile, experience does not matter. So, as an HR professional, I cannot agree on this point. We are here to discuss the job satisfaction of HR professionals who are honestly dedicated to their responsibilities, and then, even if for some reasons, their top management and employees are not satisfied at the same time.

Regards,
Sheetal :)

Well, you actually do not need to agree with me. "Happiness, hard work, dedication"... these are very subjective terms and cannot be measured. You cannot say X is more dedicated than Y or A is more hardworking than B. Whatever you give ultimately comes back to you.

Hi Sheetal,

Good question.

As far as I am concerned, I am pretty much enjoying my job as an important medium between management and employees. As Sanjeev mentioned, of course, we can't exactly measure hard work and commitment; however, these are required to excel in our responsibilities. The final result is always measurable, my dear friends. Okay, leave that aside.

See, I am pretty much enjoying my role as an HR professional in my organization. In fact, my employees and my manager are both satisfied with my service, so obviously, I too am enjoying my role a lot.

If you ask about the policies and other things, that's common in all companies. Employees are bound to accept certain policies; however, we should know the way to implement them. Employees can also understand the importance of the policies, and even management cannot implement all the policies as per their desire.

So, finally, an organization is a mixture of different tastes you have to accept and enjoy. If you love your job, then all things will be all right.

Always love your job and believe in yourself; then you can really make wonders.

Regards,

Kalyan. 😊

Hi Kalyan,

I totally agree with you and believe I love my profile. I love my job like anything. It is one of the respective profiles, but the problem I am facing is that somehow, somewhere, you cannot keep both of them 100% happy - top management as well as employees. That is the point where I feel dissatisfaction.

Regards,
Sheetal.

When viewed as an employee, HR can experience job satisfaction or dissatisfaction. This largely depends on whether the work environment is conducive and if the job is challenging.

It really depends on your perception and organization. It would certainly take a few years for HR to become a full-fledged strategic partner within the organization's functions.

Rest, it depends on your needs and career mapping you have done and what you want to achieve in your career ladder :)

Hi Sheetal,

Yes, HR job is a thankless job. But the person working in HR should be prepared for that. It also requires very good people management skills to keep everyone happy, so it's challenging to acquire those skills and implement them. So, if you see it as a challenge and you like to take on challenges, then it's satisfying, according to me.

Enjoy,
Harshad

Hi Sheetal,

It also requires very good people management skills to keep everyone happy, so it's challenging to acquire those skills and implement them.

Enjoy,
Harshad

I am sorry, but this answer seems quite amusing. Can you truly keep everyone happy? Let's set aside the office and company for a moment; what about within your family relationships? Where are the institutes that train you in skill sets to ensure the happiness of others?

Yes, an HR professional can also find job satisfaction in their role if they possess a proper and thorough understanding of the nature of the HR work profile. There is nothing negative to consider about "depending on others to make decisions." Ultimately, the HR department plays a crucial role in bridging the gap between top-level employees and low-level employees, regardless of their designations. It is inherent in the HR job profile, and how you perceive it depends on your attitude.

It is also the responsibility of HR to elucidate to top-level executives when they make incorrect or unimplementable decisions that may affect the practical situations faced by low-level employees. We must persuade them while aligning with the perspectives of the lower-level employees. Conversely, you can also educate your lower-level employees about the expectations of top management and your recommendations to meet targets, leading to beneficial outcomes such as performance bonuses, incentives, KRA promotions, etc.

Regards,

Anand G.

HR Executive

TVS Kerala

Hi Sanjeev,

The skills nobody will teach, but one has to learn from the experiences. As far as satisfaction is concerned, one can always try with a positive frame of mind to keep others happy in professional and personal life.

Regards,
Harshad

I understand the concern, but let me highlight one of the important personality traits of HR - "Balancing."

If I say balancing, I mean the ability to manage communication at different levels. It also means evaluating certain propositions in line with the past, present, and future of employees, company policies, and management. It is critical to:

1. Understand the situation.
2. Comprehensive analysis from three perspectives - Employees, Company, and Management (This is important because HR is supposed to be a custodian of valuable information and perspective).
3. Articulate the right piece of information to different levels - keeping yourself assertive.
4. Take support of what is right - as per the policy, values, and principles of the company.
5. Abstain from loose talk and maintain a delivery of communication where people see value proposition coming from you.
6. Speak in a way that shows empathy and truth to all.
7. Never enter a blame game by saying that it's beyond the scope of HR - oops, it's a Management decision... you devalue yourself.

Some of the above is the understanding from my short stint in HR.

Hi sheetal,
Job satisfaction to HR....yes very much in comparison with other job designations. I agree the fact that HR is a thankless job.
A mother at home is equal to HR at office might not 100% but it seems to me as the same. Well we can't say mother is not satisfied in spite she don't get thanks for all she does with out expectations. But we HR does things with lot of expectations....due to high expectations it might cause us little dissatisfaction...it doesn't mean that it is not giving us satisfaction.
It's purely my opinion correct me if I am wrong.

HR management is related to human issues concerning behavior and the workplace. The employer's mindset in India (typically family-owned) is focused solely on sales/product-driven and places utmost importance on line functions. In most organizations, despite the extensive discussions, much of the HR function is involved in postman and administrative roles. This shift is primarily due to the current talent crunch in almost all sectors, leading to a realization of HR's significance as a change agent in driving profitable business outcomes.

When discussing satisfaction, it is a relative term, presenting both challenges and opportunities on either side of the coin depending on the perspective. As rightly stated, an HR manager acts as a bridge between employees and employers; they need the skills to facilitate effective two-way communication and will eventually be acknowledged as one of the most critical positions in a true sense.

Dear Sheetal,

Why not, if you are doing well in your job, then you can find satisfaction. Remember, as an HR professional, our role is to reduce gaps and create bridges between employers and employees. We are like mediators who strive to satisfy both parties and find our own fulfillment in doing so.

Regards,
Hassan :)

Hello Friend,

I have been working in the HR department for more than 8 years. Job satisfaction is always present in our profession, but dissatisfaction occurs only when dealing with difficult individuals.

Thank you.

Dear Sheetal,

Currently, I find myself in a similar situation at my company. I have been transferred to the regional office but am struggling to give my best effort. The reason being that I have to report simultaneously to the VP-HR, Senior Manager HR, and also the Regional HR. This makes it challenging for me to provide the level of support I desire for employees while also achieving my daily targets. Middle-level HR often feels caught between top management and employees.

Thank you for addressing this issue.

Regards,
Sangram K Samal
Assistant HR Manager
Cholamandalam MS General Insurance Co. Ltd.

Hi Sheetal,

Perception plays a major role in deriving satisfaction from any job you are doing or any role you are playing. If you feel restricted to taking sides between management and employees, then come out of that perception. Presenting your ideas and projecting them in the right manner to both parties will allow you to remain true to yourself and be satisfied with your job.

Regards,
Manju :)

Hi Friends,

It's a valid question whether HR professionals get job satisfaction or not. Here we need to look into two things:

(a) Are we as HR professionals doing our job or are we looking out for a career?

(b) Does this question of job satisfaction stem from a sense of anger or regret when compared with other functions in an organization?

As HR professionals in any organization, we define the career paths for others. However, our primary responsibility lies in following the guidelines provided by management and coordinating with them. If you feel that you are putting in efforts to develop employees and the organization, but no one is reciprocating, then you must push yourself to the next level and pave your path by addressing the management.

Like forces will always align with each other. Therefore, if you are seeking a career and no one in the company appreciates your work, it may be time to explore alternative avenues.

On the other hand, if you are focused on performing a job, you must understand that HR policies and practices vary across companies. It is not akin to the work culture of the central government. Hence, the foremost aspect is to adhere to the management's directives and carry out necessary tasks.

Ultimately, it boils down to how you perceive things and what your fundamental needs are. While some HR professionals may merely represent the greedy and corrupt management, there are others who are genuinely committed to instilling professionalism in organizations to enhance the quality of life and maturity levels across the board.

Regards,

P Umesh

Hi Sheetal.

I really liked the comment by Natasha and would firmly endorse her views on this.

In the current scenario where organizations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher turnover year on year, management will always expect us, HR professionals, to do the job of enablers and play the role of a catalyst.

On the flip side, employees are becoming more empowered, and they have access to multiple avenues where there is critical industry and market information. An employee, whatever said and done, always sees an HR person as a person from an outer group.

Hence, it is our responsibility to balance both these sides and bring out the best in each employee.

I would also like to give an example off the cuff, though don't mind me, people, for this. HR persons are more like shock absorbers in a vehicle, the tires are the employees, and the management is the person driving the vehicle. If there is a challenge to the tire (employee) and the person (management) by way of a pothole during the journey towards the destination, the shock absorber makes sure that neither the impact is felt on the tire nor on the person, and all three keep moving towards the desired destination.

At the end of the day, each HR person who understands their duties and responsibilities and performs their role well, job satisfaction is bound to be a part of their job. :)

Hi Sheetal,

I really liked the comment by Natasha and would firmly endorse her views on this.

In the current scenario where organizations are tightening their profit margins and going on a rapid expansion mode with an objective to achieve higher turnover year on year, management will always expect us, HR professionals, to do the job of enablers and the role of a catalyst.

On the flip side, employees are becoming more empowered, and they have access to multiple avenues where there is critical industry and market information. An employee, whatever said and done, always sees an HR person as a person from an outer group.

Hence, it is our responsibility to balance both these sides and bring out the best in each employee.

I would also like to give an example off the cuff, though don't mind me, people, for this. HR persons are more like shock absorbers in a vehicle, and the tires are the employees, and the management is the person driving the vehicle. If there is a challenge to the tire (employee) and the person (management) by way of a pothole during the journey towards the destination, the shock absorber makes sure that neither the impact is felt on the tire nor on the person, and all three keep moving towards the desired destination.

At the end of the day, each HR person who understands his/her duties and responsibilities and performs their role well, job satisfaction is bound to be a part of their job.

Best Regards,

Madhu S.
Senior HR Executive
Sundaram Clayton Ltd.

This type of frustration may arise in HR professionals, but an HR person should be cool and calm, thinking positively. As HR is coordinating between employees and employers, attitudinal changes from both parties are important. HR has the task of changing the mindset of employees, which requires some time as change itself needs time to be introduced and accepted. Change is not easily accepted, so HR professionals require strong patience, a calm mind, positivity, a proactive approach, and a strong interpersonal personality. It's undoubtedly an HR challenge to convince both employees and employers, disregarding other views or opinions. Just do your best.

Regards,
Dhananjay Kalantre
HR Manager, Sangli

Hi Friends,

Thank you for your support and your response. I was very much confused because of the things that I was not able to manage, but your answers and suggestions have helped me a lot. Now I am pretty comfortable with my profile and I am trying to implement those suggestions that you guys have given me. Thanks again.

Regards,
Sheetal :) :) :) :) :)

For better results with your question, please post it as an individual thread. Don't dig out an outdated thread. I agree that the subject of the thread is still relevant, but your query is not related to this thread. Please post it separately to see the result. You will surely get a response!

Regards,
Mammu:icon10:

The Importance of Business Knowledge in HR

I have found that in order to have HR decisions feel accepted, it is important for an HR professional to have company-wide or group-wide business knowledge and then design or make decisions accordingly. This approach has drastically helped to change the way an employee as well as senior management perceives HR.

Balancing Interests: A Middle Channel Approach

As we are always under fire from all sides, it is our responsibility to adopt a 'middle channel' that holds a win-win situation for top management and employees. This shows that we have respect for all and understand their limitations and strengths. It also displays that HR has the maturity required to play a more strategic role compared to the usual administrative roles. Furthermore, it always helps to work with people rather than creating an adverse impact.

The Ever-Challenging Role of HR

Furthermore, we always have to remember that the role of HR is constantly on a 'burning platform', and no matter how hard we try our best, there is always going to be something amiss. The best way is to find and develop a win-win situation. At the end of the day, I feel a job well done and am satisfied when a mission gets accomplished.