I need your advice for my situation. I have been working at the company as an HR Manager for the last five months. By nature, I am not a very strict man, and I cannot be serious all the time. I always maintain a jolly mood, joke with employees, and take situations lightly. Slowly, I started realizing that people may not take me seriously if I continue to be how I am. Please advise me on whether I should change my attitude towards them or if I should continue the way I am.
How Should an Ideal HR Manager Behave?
Should they be cool, calm, aggressive, or serious?
Thank you.
From Kuwait, Kuwait
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1How Should an Ideal HR Manager Behave?
Should they be cool, calm, aggressive, or serious?
Thank you.
From Kuwait, Kuwait
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No need to change ur attitude. Behave seriousness at work & after completion of the behave like a friend but before u need conduct a meeting regarding this.
From India, Hyderabad
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From India, Hyderabad
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Adaptability in Leadership
Be dynamic. Act according to the situation and adjust to the people . Remember that employees, as well as management, will have loads of hope in you. Be true to yourself while fulfilling your role. Leadership styles may vary, but being a leader is what truly matters.
From India, Hyderabad
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Be dynamic. Act according to the situation and adjust to the people . Remember that employees, as well as management, will have loads of hope in you. Be true to yourself while fulfilling your role. Leadership styles may vary, but being a leader is what truly matters.
From India, Hyderabad
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Thank you for raising this important question. I believe that an HR Manager needs to be strategic. While we often discuss the skills required to be a good HR Manager, such as leadership and communication, we sometimes overlook the significance of attitude, behavior, and interpersonal skills. These qualities are crucial for effective HR management.
In my view, to be an ideal HR Manager, one must possess magnetic confidence, good interpersonal communication skills, leadership abilities, presentation skills, motivational qualities, a philosophical mindset, and be a continuous learner with relevant experience. HR professionals are the primary communicators within an organization, interacting with all departments and employees. It is essential to know when, how, to whom, and what to communicate and how to react in various situations.
The HR department plays a vital role in creating and maintaining resources to achieve organizational objectives. This necessitates strategic thinking and action to fulfill the needs of the organization and the department. Therefore, I believe that being a good and idealistic HR Manager requires a strategic approach.
Thank you.
From India, Gurgaon
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In my view, to be an ideal HR Manager, one must possess magnetic confidence, good interpersonal communication skills, leadership abilities, presentation skills, motivational qualities, a philosophical mindset, and be a continuous learner with relevant experience. HR professionals are the primary communicators within an organization, interacting with all departments and employees. It is essential to know when, how, to whom, and what to communicate and how to react in various situations.
The HR department plays a vital role in creating and maintaining resources to achieve organizational objectives. This necessitates strategic thinking and action to fulfill the needs of the organization and the department. Therefore, I believe that being a good and idealistic HR Manager requires a strategic approach.
Thank you.
From India, Gurgaon
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Dear Mr. Aroora, It is a great help, am very much thank full to you. The only thing i believe i am lacking is emplyee relation, can you give some idea to handle the employee relation. Aslam
From Kuwait, Kuwait
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From Kuwait, Kuwait
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Being jolly is a wonderful thing. At the same time, you need to be firm in given situations. The firmness is conveyed by your body language, such as eye contact, facial expressions, and the tone of your voice.
Are you worried that people will not take you seriously, or has the process already started? If it is just fear, give yourself more time before reacting. If people have already started taking you lightly and it is affecting your workmanship, then develop these dual expressions quickly. As long as performance is not hampered, you need not worry.
Regards
From India, Mumbai
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Are you worried that people will not take you seriously, or has the process already started? If it is just fear, give yourself more time before reacting. If people have already started taking you lightly and it is affecting your workmanship, then develop these dual expressions quickly. As long as performance is not hampered, you need not worry.
Regards
From India, Mumbai
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It is not always possible to be in a serious mood, but I feel HR people need to draw a certain line between employees and themselves. Since they are the people who deal with others in different situations, many times HR becomes scapegoats between management and employees. So, we have to behave in such a way that employees should trust us as well as not take us for granted. An ideal HR should know where to get serious, where to be calm and quiet, and where to be aggressive. (This is my personal opinion.)
Regards,
Sukhada Sant
From India, Pune
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Regards,
Sukhada Sant
From India, Pune
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No need to change your nature for anyone because you have a good nature of making others happy. However, for HR, it is necessary to be a little bit firm. If it's not possible for you, don't worry. Keep quiet in those situations. Being non-reactive in situations makes people realize that we are expecting them to work. I tried it and succeeded. Please try this strategy.
Thank you.
From India
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Thank you.
From India
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I hope the suggestions given by the seniors are quite valid. It is not wrong for HR Managers to mingle with staff members and colleagues freely. However, HR Managers should also maintain official decency and decorum to ensure strict discipline among the staff members.
Official Business and Transactions
Regarding official business and transactions, HR Managers should maintain careful observation, monitor the work of subordinates, and ensure the completion of targeted tasks. Effective supervision and firm decision-making are necessary for the smooth functioning of the HR Department. As the Manager of the Department, you have your own goals and objectives. You must adhere to certain norms to prevent work disruptions.
Maintaining Professional Standards
If people do not perceive you as serious, it may be a loophole that you have provided to your staff members. As an HR Manager, you must uphold certain standards and systematic discipline to demonstrate the dignity of your position. By maintaining these standards, you can also encourage productivity through positive interactions and engagement with your team.
I hope this helps. Let me know if you have any questions.
Best regards
From Canada, Calgary
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Official Business and Transactions
Regarding official business and transactions, HR Managers should maintain careful observation, monitor the work of subordinates, and ensure the completion of targeted tasks. Effective supervision and firm decision-making are necessary for the smooth functioning of the HR Department. As the Manager of the Department, you have your own goals and objectives. You must adhere to certain norms to prevent work disruptions.
Maintaining Professional Standards
If people do not perceive you as serious, it may be a loophole that you have provided to your staff members. As an HR Manager, you must uphold certain standards and systematic discipline to demonstrate the dignity of your position. By maintaining these standards, you can also encourage productivity through positive interactions and engagement with your team.
I hope this helps. Let me know if you have any questions.
Best regards
From Canada, Calgary
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As an HR professional, being friendly with employees is not a problem. However, many employees are hesitant or afraid to approach Admin/HR personnel. It is important to maintain a certain level of distance with them to uphold your image and prevent your weaknesses from being exposed to others.
Avoid discussing personal issues, official matters, or gossip about colleagues with employees.
Regards,
JAAK
From India, Karur
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Avoid discussing personal issues, official matters, or gossip about colleagues with employees.
Regards,
JAAK
From India, Karur
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From your question, I gather your organization does not have a competency framework in place. This would provide a good indication of the behaviors/competencies expected in each function. Being jolly, smiling, and joking can be considered as "People Friendly" as long as you address the task at hand and do not put it off with a joke always. You cannot and perhaps should not change your behavior just to satisfy a few people who feel something is not proper.
Focus Areas for HR Professionals
I suggest you focus on:
• **HR Skills** - Are you the best HR in your firm, and do people feel confident approaching you? This would include your recruitment, policy-making, appraisal, training skills, etc.
• **Level of Maturity** - As visible through your behavior combined with business knowledge. What does your company do, and are you, the HR, capable of supporting the business?
• **Strategic Thinking** - Based on your knowledge of business, HR, and general wisdom.
Hope this helps.
Regards,
Richard
From India, Mumbai
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Focus Areas for HR Professionals
I suggest you focus on:
• **HR Skills** - Are you the best HR in your firm, and do people feel confident approaching you? This would include your recruitment, policy-making, appraisal, training skills, etc.
• **Level of Maturity** - As visible through your behavior combined with business knowledge. What does your company do, and are you, the HR, capable of supporting the business?
• **Strategic Thinking** - Based on your knowledge of business, HR, and general wisdom.
Hope this helps.
Regards,
Richard
From India, Mumbai
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Dear all, I need your advice for my situation. I am working in a company as an HR Manager for the last five months. By nature, I am not a very strict man, and I cannot be serious all the time. I always maintain a jolly mood, joke with employees, and take situations lightly. Slowly, I started realizing that people may not take me seriously if I continue to be how I am. Please advise me: should I change my attitude towards them, or should I continue the way I am? How should an ideal HR Manager behave? Cool, calm, or aggressive and serious?
Advice for HR Manager Behavior
Dear Mohd Assalam, The typical HR manager is soft-spoken but strict when it comes to his job responsibility. It is alright to be light-hearted, but your empathy must not be taken as sympathy. Be cool but strict. I have seen HR managers and Deputy managers. They were all serious, and they meant business. It is better to be that way, but your business-oriented approach should not leave room for your employees to make small talks. Any conversation with your employees must be understood as a privilege given to them as the head of HR is talking to them cordially.
Regards, TVV
From India, Madras
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Advice for HR Manager Behavior
Dear Mohd Assalam, The typical HR manager is soft-spoken but strict when it comes to his job responsibility. It is alright to be light-hearted, but your empathy must not be taken as sympathy. Be cool but strict. I have seen HR managers and Deputy managers. They were all serious, and they meant business. It is better to be that way, but your business-oriented approach should not leave room for your employees to make small talks. Any conversation with your employees must be understood as a privilege given to them as the head of HR is talking to them cordially.
Regards, TVV
From India, Madras
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Dear Mohd Asslam, it is all right to be cordial to the employees, but that must not be mistaken for you being lenient with their deviant behavior. Every individual has self-respect, and your own self-respect should not be compromised. Be firm yet composed in your demeanor. This approach will help maintain your professional image.
Regards, Vidram
From India, Madras
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Regards, Vidram
From India, Madras
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Being in HR, you are dealing with human beings—the first and foremost thing to remember. You need to be jolly in mood, serious at times, and strict to meet the objectives of the moment, as you are dealing with human beings. You encounter their mood swings, and they meet you with a variety of requirements and situations. Here, your maturity and wisdom are tested to face the situation and win over. One has to act depending on the situation and the need of the hour. Hope I am correct.
Regards,
Suresh
From India, Pune
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Regards,
Suresh
From India, Pune
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I feel you should go with Mr. Richard's suggestion. It is very important for an HR manager to be friendly in nature because only then will employees approach you with their problems. If the solution is not with you, don't make commitments, but surely do your best.
From India, Delhi
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From India, Delhi
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HR managers are people managers. Your nature, as explained by you, is an absolute fit to win over people. You must win people, and people will support you wholeheartedly. As a professional, I understand that you may face some setbacks due to your jovial nature and lightheartedness. However, it is essential to educate those below you to understand that work is always accountable. Therefore, company policies, rules, and regulations are essential tools to deal with individuals with adverse characteristics. Remember, managers are strategic, and managers like you are magical.
Thanks
From India, Vadodara
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Thanks
From India, Vadodara
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Dear, HR Manager must have skills of dealing with people; need change with situation. He must be polite, firm in decision making,committent to goal, Regards Javed Akhatar
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HR Manager should have great interpersonal communication skills, truly cared about the employee and He/She should encourage the workers to do their best. Not by threats but through support.
From India, Hyderabad
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From India, Hyderabad
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Do your job properly. Stick to the policies. Keep good relations with everyone. Be jolly. Don’t get influenced by others in doing your job.
From Bangladesh
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From Bangladesh
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As you explained about yourself in your words:
1. I am not a very strict man.
2. I cannot be serious all the time.
3. I always maintain a jolly mood.
4. Joking with employees.
5. Take situations lightly.
Result of the above: People are not taking you seriously. It is true and happening due to your behavior. Firstly, remove from your mind the idea that people should always be happy with you and that you should always receive appreciation from them. You are an HR Manager and have an important role in the company. Just imagine you are playing a role and you have to change accordingly. There is a need to balance your attitude according to the situation. Following are some tips:
1. Talk less.
2. Stop joking with employees.
3. Come forward to help in their professional and personal life (if needed).
4. Smile but do not laugh.
5. Maintain some distance without harming relationships.
6. Behave like a parent.
7. Ensure people are happy through your professional approach, not personal appearance or acting.
8. Your actions should be very sharp, but your tone should be very calm. Remember the voice of Arun Govil in Ramayan.
9. Gain respect from employees through the benchmark of your department's work quality and knowledge sharing.
10. Do not react to people immediately.
Try some of the tips mentioned above; I trust you will get out of the present situation.
Regards,
Ajay Mehta
[Email Removed For Privacy Reasons]
From India, New Delhi
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1. I am not a very strict man.
2. I cannot be serious all the time.
3. I always maintain a jolly mood.
4. Joking with employees.
5. Take situations lightly.
Result of the above: People are not taking you seriously. It is true and happening due to your behavior. Firstly, remove from your mind the idea that people should always be happy with you and that you should always receive appreciation from them. You are an HR Manager and have an important role in the company. Just imagine you are playing a role and you have to change accordingly. There is a need to balance your attitude according to the situation. Following are some tips:
1. Talk less.
2. Stop joking with employees.
3. Come forward to help in their professional and personal life (if needed).
4. Smile but do not laugh.
5. Maintain some distance without harming relationships.
6. Behave like a parent.
7. Ensure people are happy through your professional approach, not personal appearance or acting.
8. Your actions should be very sharp, but your tone should be very calm. Remember the voice of Arun Govil in Ramayan.
9. Gain respect from employees through the benchmark of your department's work quality and knowledge sharing.
10. Do not react to people immediately.
Try some of the tips mentioned above; I trust you will get out of the present situation.
Regards,
Ajay Mehta
[Email Removed For Privacy Reasons]
From India, New Delhi
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Ajay Mehta's tips are very important for every HR Manager to follow. It is pertinent to note that some HR Managers behave very seriously with their employees, adhering to strict and stringent discipline, and discharge their duties without considering human factors. People may be afraid of them, which may not be good for the employees' sake. Neither a too serious nor too liberal mentality is suitable for any HR Manager.
Balancing Professionalism and Approachability
In light of what is required for organizational goals and objectives, HR Managers should deal with their employees amicably rather than dictatorially to achieve better outcomes. Taking into account various situations and factors, HR Managers should maintain coordination and cooperation to the extent possible, ensuring it does not hinder their freedom.
Maintaining Professional Dignity
HR Managers should cultivate a sense of dignity and decorum and tackle issues in the most professional way without allowing others to take liberties. Otherwise, HR Managers risk becoming buffoons in the eyes of their subordinates, which may not be good for either personal or professional activities.
From Canada, Calgary
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Balancing Professionalism and Approachability
In light of what is required for organizational goals and objectives, HR Managers should deal with their employees amicably rather than dictatorially to achieve better outcomes. Taking into account various situations and factors, HR Managers should maintain coordination and cooperation to the extent possible, ensuring it does not hinder their freedom.
Maintaining Professional Dignity
HR Managers should cultivate a sense of dignity and decorum and tackle issues in the most professional way without allowing others to take liberties. Otherwise, HR Managers risk becoming buffoons in the eyes of their subordinates, which may not be good for either personal or professional activities.
From Canada, Calgary
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Very well said by Mr. Ajay Mehta and by all our seniors. You have to react and make decisions according to the situation. In other words, "We have to be just like a mirror," reflecting the image (ourselves) as per the situation. "Polite to genuine employees and strict to adverse."
Vital Subject for Juniors Like Us
Really appreciate it.
From India, Mumbai
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Vital Subject for Juniors Like Us
Really appreciate it.
From India, Mumbai
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When handling the situation you mentioned above, I suggest always approaching it with a contemporary theory. Work according to the situation. Keeping a jolly nature is not bad, but you have to show an attitude like an authorized person.
From India, Hyderabad
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From India, Hyderabad
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I would like to suggest that, as an HR person, you need to be strict so that people can take you seriously. Otherwise, they will ignore you and not respect you. I think you should adopt an autocratic type of leadership rather than democratic.
Regards,
Preeti
HR Trainee
From India, Delhi
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Regards,
Preeti
HR Trainee
From India, Delhi
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What I think is that being friendly is not at all bad, as long as you have a line of control beyond which no employee is allowed. I mean, as an HR manager, you need to observe people, talk to them, and interact with them because that's the best way to truly examine and understand them in their real work environment. However, as mentioned before, you need to set limits to everything to maintain a balance in your work responsibilities, requirements, and social interactions.
Acting according to the situation is not only a mandatory skill for HR professionals but also a key factor to succeed in this field. So, always keep this in mind before you react and whenever you feel confused.
I hope I have helped you to some extent.
Regards,
Madhavi.
From Kuwait, Kuwait
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Acting according to the situation is not only a mandatory skill for HR professionals but also a key factor to succeed in this field. So, always keep this in mind before you react and whenever you feel confused.
I hope I have helped you to some extent.
Regards,
Madhavi.
From Kuwait, Kuwait
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You should first make an impression among the team you are heading. I believe you should also practice calling them by their first name. Being jolly is a good thing, but you need to know where to draw the line between being personal and being professional. Try it! Good luck.
From India, Pune
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From India, Pune
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Role of HR Managers in Bridging Employees and Management
HR managers need to be the employees' point of contact with top management to address concerns and set the company culture. They need to be approachable and unbiased enough to suggest solutions to concerns. Being overly serious does not help; employees should see HR managers as their go-to person. On the other hand, HR managers should not encourage excessive complaining but should provide encouragement and motivation.
As Ajay Mehta aptly put it, "You need to act as parents" - love your employees but also discipline them. When employees trust you, they will also seek your advice on situations or concerns. Foster team players who are focused on the company's goals.
Regards,
Sid
From India, Gurgaon
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HR managers need to be the employees' point of contact with top management to address concerns and set the company culture. They need to be approachable and unbiased enough to suggest solutions to concerns. Being overly serious does not help; employees should see HR managers as their go-to person. On the other hand, HR managers should not encourage excessive complaining but should provide encouragement and motivation.
As Ajay Mehta aptly put it, "You need to act as parents" - love your employees but also discipline them. When employees trust you, they will also seek your advice on situations or concerns. Foster team players who are focused on the company's goals.
Regards,
Sid
From India, Gurgaon
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The Role of an HR Professional
To my understanding, an HR professional should be a situational leader who can react appropriately to various situations. An HR manager should be more assertive and should not give room for employees to judge us.
From India, Thrissur
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To my understanding, an HR professional should be a situational leader who can react appropriately to various situations. An HR manager should be more assertive and should not give room for employees to judge us.
From India, Thrissur
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Balancing Professionalism and Personal Style in HR
HR professionals often wear multiple hats. You may excel in some areas and not perform as well in others, but that should not lead to discrimination. It's important to stay true to yourself regardless of others' opinions as long as your boss values your presence in the team and you are fulfilling your duties effectively.
However, this doesn't mean you should neglect your customers (employees). Sometimes, you may come across as very casual and easy-going, but this demeanor can be misconstrued as irresponsibility.
Regards,
VJR
From India, Bangalore
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HR professionals often wear multiple hats. You may excel in some areas and not perform as well in others, but that should not lead to discrimination. It's important to stay true to yourself regardless of others' opinions as long as your boss values your presence in the team and you are fulfilling your duties effectively.
However, this doesn't mean you should neglect your customers (employees). Sometimes, you may come across as very casual and easy-going, but this demeanor can be misconstrued as irresponsibility.
Regards,
VJR
From India, Bangalore
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Employees should have faith that if any problem arises, you are there to help solve their issues. However, at the same time, they should also understand that there is a need for strict adherence to discipline.
There is no harm in mingling with employees, but it is essential to set boundaries on how much freedom should be allowed in such interactions.
Regards,
Manjit Nadar
HR - L&T
From India, Anand
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There is no harm in mingling with employees, but it is essential to set boundaries on how much freedom should be allowed in such interactions.
Regards,
Manjit Nadar
HR - L&T
From India, Anand
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My thoughts...
"Taking the situation lightly," as mentioned in your note, is a BIG concern considering the role you have at your current organization. You'll have to work on that, which is the toughest job for most of us. Saying "No" where it's required is important, and also balancing personal and professional relationships. HR is the custodian of a lot of responsibilities, and you'll have to ensure that all are following these appropriately.
Wish you all the best,
Pradeep
From India, Hyderabad
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"Taking the situation lightly," as mentioned in your note, is a BIG concern considering the role you have at your current organization. You'll have to work on that, which is the toughest job for most of us. Saying "No" where it's required is important, and also balancing personal and professional relationships. HR is the custodian of a lot of responsibilities, and you'll have to ensure that all are following these appropriately.
Wish you all the best,
Pradeep
From India, Hyderabad
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The Role of an HR Manager
An HR manager must have a multidimensional personality, tackling each and every situation. He or she plays a vital role in the organization by acting as a link between employees and management. You cannot have a static personality all the time and must behave according to the needs of the organization. This adaptability enables the HR manager to maximize the utilization of the most important resource of any industry, i.e., human resources.
From India, New Delhi
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An HR manager must have a multidimensional personality, tackling each and every situation. He or she plays a vital role in the organization by acting as a link between employees and management. You cannot have a static personality all the time and must behave according to the needs of the organization. This adaptability enables the HR manager to maximize the utilization of the most important resource of any industry, i.e., human resources.
From India, New Delhi
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It's a wonderful discussion we are holding here. I felt it was worth spending time reading the whole...
Authority and Responsibility
I would like to look at this in three different personal approaches (this is absolutely my theory of approach):
1) Authority and responsibility
2) Personality and relationships
3) Psychology and consequences
All three are crucially and sensitively interlinked with each other and go implicitly together. Being an HR Manager, the first approach to this is authority and responsibility, the main important reason why you are in the company. Here, holding this status, you are not a natural person but a body established to perform certain prescribed roles. Hence, you are an HR Manager in the company, not Mr./Ms. XYZ. You are expected to behave in the capacity of an HR Manager. This means, since you are not a natural person holding yourself the status and position of an HR Manager (established person), you are not supposed to bring in your personal emotions which may affect your work styles. This includes partiality (though not materialistic and may not hinder others, but still...), likes and dislikes (though not strong enough to make you love or hate, ignore or concentrate on someone...), anger and exaggeration (which hinder your decision-making abilities), enjoyment and interdependency (affect your quality of work and moods of working), attachments and detachments (affect your interests, performance, and development), speech (most important, affect confidentiality, matter of empathy, sincerity...) and so on.
Personality and Relationships
Secondly, personality and relationships. Here, I completely speak about holding personal, amicable, and societal relationships.
Psychology and Consequences
Thirdly, psychology and consequences. Here comes the real problem! As we all know, the basic psychology is the same in all of us, but psychological behavior is different from one person to another almost entirely. So, whatever you are and however you are, the kind of behavioral impact of yours differs from one to one. Mental process: If I enjoy your behavior, I tend to like it, but my psychology says, why should I like it? I may enjoy it, but it doesn't mean I should like it (ego); if he cracks jokes, I laugh, everyone laughs so I do too. When everyone laughs every day, it becomes routine, and I no longer observe the difference, hence I call it a liberation (here you lose the grip on employer-employee relation). Now, being routine and having some personal distraction too, I would like to call for a change or being relaxed (person mixed with employee status). So let me take advantage of our kind HR manager, who is being liberal to us, who may probably understand my situation, and one takes your liberal attitude for granted, so the other starts, one by one, so when your attitude is taken for granted by all...!! PSYCHOLOGY. Now the consequences are that you are still an HR Manager, but the employee has become no more an employee but also a person since you are responsible for triggering his emotional part of the brain to react in a way that it started expecting more than usual and human tendency becoming more and more moody and expecting sensual enjoyments. CONSEQUENCES.
Hence, with the above explanations, it is clear that the first one has to be given the most importance to the core, the second the average, and the third the least.
You are neither the employee's family nor friends to give a vice versa approach to my theory discussed above.
Hence, I would suggest you maintain a strict official relationship with the employees. Act like the authoritative person. Utilize your behavioral gift during leisure, T&D times, and be jovial and build a good bond. In this way, you are triggering both kinds of behaviors from the individuals, as an employee as well as a person. This makes them feel you are the person who is more amicable, empathetic, and understanding, at the same time strict when it comes to responsibilities and works to be done in the way it has to be done.
When you want to have a discussion, always try to keep it personal, between you and the employee, like if you want to warn or try to improve your employee and figure out his problems affecting the work, never touch anyone's emotions in front of others. After all, we are human, though employees.
Hope you understand the implied suggestion behind my efforts.
I also thank you, it's an opportunity to share my approaches.
All the very best
From India, Bangalore
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Authority and Responsibility
I would like to look at this in three different personal approaches (this is absolutely my theory of approach):
1) Authority and responsibility
2) Personality and relationships
3) Psychology and consequences
All three are crucially and sensitively interlinked with each other and go implicitly together. Being an HR Manager, the first approach to this is authority and responsibility, the main important reason why you are in the company. Here, holding this status, you are not a natural person but a body established to perform certain prescribed roles. Hence, you are an HR Manager in the company, not Mr./Ms. XYZ. You are expected to behave in the capacity of an HR Manager. This means, since you are not a natural person holding yourself the status and position of an HR Manager (established person), you are not supposed to bring in your personal emotions which may affect your work styles. This includes partiality (though not materialistic and may not hinder others, but still...), likes and dislikes (though not strong enough to make you love or hate, ignore or concentrate on someone...), anger and exaggeration (which hinder your decision-making abilities), enjoyment and interdependency (affect your quality of work and moods of working), attachments and detachments (affect your interests, performance, and development), speech (most important, affect confidentiality, matter of empathy, sincerity...) and so on.
Personality and Relationships
Secondly, personality and relationships. Here, I completely speak about holding personal, amicable, and societal relationships.
Psychology and Consequences
Thirdly, psychology and consequences. Here comes the real problem! As we all know, the basic psychology is the same in all of us, but psychological behavior is different from one person to another almost entirely. So, whatever you are and however you are, the kind of behavioral impact of yours differs from one to one. Mental process: If I enjoy your behavior, I tend to like it, but my psychology says, why should I like it? I may enjoy it, but it doesn't mean I should like it (ego); if he cracks jokes, I laugh, everyone laughs so I do too. When everyone laughs every day, it becomes routine, and I no longer observe the difference, hence I call it a liberation (here you lose the grip on employer-employee relation). Now, being routine and having some personal distraction too, I would like to call for a change or being relaxed (person mixed with employee status). So let me take advantage of our kind HR manager, who is being liberal to us, who may probably understand my situation, and one takes your liberal attitude for granted, so the other starts, one by one, so when your attitude is taken for granted by all...!! PSYCHOLOGY. Now the consequences are that you are still an HR Manager, but the employee has become no more an employee but also a person since you are responsible for triggering his emotional part of the brain to react in a way that it started expecting more than usual and human tendency becoming more and more moody and expecting sensual enjoyments. CONSEQUENCES.
Hence, with the above explanations, it is clear that the first one has to be given the most importance to the core, the second the average, and the third the least.
You are neither the employee's family nor friends to give a vice versa approach to my theory discussed above.
Hence, I would suggest you maintain a strict official relationship with the employees. Act like the authoritative person. Utilize your behavioral gift during leisure, T&D times, and be jovial and build a good bond. In this way, you are triggering both kinds of behaviors from the individuals, as an employee as well as a person. This makes them feel you are the person who is more amicable, empathetic, and understanding, at the same time strict when it comes to responsibilities and works to be done in the way it has to be done.
When you want to have a discussion, always try to keep it personal, between you and the employee, like if you want to warn or try to improve your employee and figure out his problems affecting the work, never touch anyone's emotions in front of others. After all, we are human, though employees.
Hope you understand the implied suggestion behind my efforts.
I also thank you, it's an opportunity to share my approaches.
All the very best
From India, Bangalore
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What I believe is that an HR Manager should be cool, calm, aggressive, and serious. They should possess all these qualities to maintain an effective employee relationship. One should act according to the demands of the situation. It's easy to make someone feel bad, but it is good to make others smile. So, it's nice to have a cool and calm nature, but aggressiveness and seriousness are also important at certain times.
From India, Delhi
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From India, Delhi
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The Role of an HR Manager: Balancing Act
Hello everyone, this is a bit of a catchy and tricky subject, especially nowadays, as it is crucial in deciding the name and fame of any organization. I am holding an HR Manager position for a small company in Tirupati.
As per the discussion, and with respect to my perception as well, there is no such term as "idealistic behavior" in an HR Manager's role. It is very clearly known that one should act as "ACT-ACCORDINGLY-NATURE." Neither support someone nor oppose someone. Embrace emotional stability, as you should not feel pressurized like a mushroom if you do not know how to navigate neatly with employee and employer relationships.
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From India, Tirumala - Tirupati
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Hello everyone, this is a bit of a catchy and tricky subject, especially nowadays, as it is crucial in deciding the name and fame of any organization. I am holding an HR Manager position for a small company in Tirupati.
As per the discussion, and with respect to my perception as well, there is no such term as "idealistic behavior" in an HR Manager's role. It is very clearly known that one should act as "ACT-ACCORDINGLY-NATURE." Neither support someone nor oppose someone. Embrace emotional stability, as you should not feel pressurized like a mushroom if you do not know how to navigate neatly with employee and employer relationships.
[Email Removed For Privacy Reasons]
From India, Tirumala - Tirupati
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Dear Senior i gone through ur reply really satisfied and it is very valuable reply for me bcoz i am also in the same situation
From India, Vellore
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From India, Vellore
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Dear Mr. Aslam: Attitude might be lighter but steps should be firm. Be empathetic to your colleagues but stick to your company policy. Regard, Ansarul Karim Jamee
From Bangladesh
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From Bangladesh
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Hi, thanks for asking this question. I believe HR is the custodian of the organization's values and culture. We need to lead by example in terms of "displaying the behavior you would like to see in the organization." I don't mean act serious to see all employees serious. What I mean is being happy, smiling, and truthful in all situations.
Furthermore, what are your organization's values or core competencies? Do your best to either display them or at least talk about them. Lastly, it's a common misconception that if you are happy and jovial, you cannot be a good HR manager. I think those days of being serious with everyone and bearing a grim look are long gone. It's time to show some TLC - Tender Loving Care, without feeling awkward about it.
From India, Mumbai
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Furthermore, what are your organization's values or core competencies? Do your best to either display them or at least talk about them. Lastly, it's a common misconception that if you are happy and jovial, you cannot be a good HR manager. I think those days of being serious with everyone and bearing a grim look are long gone. It's time to show some TLC - Tender Loving Care, without feeling awkward about it.
From India, Mumbai
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