Have you ever wondered if people’s professional decisions are appropriate? Do they belong where they are? I often wonder if people apply for jobs for the money or because it is their dream. I often observe people in their professions and marvel at the many ‘square pegs in wrong holes’.
I recalled crossing paths with an individual in an office some years ago. Out of simple courtesy, I greeted, but the response was rather cold. I wondered who it was. Then I thought, “Perhaps it’s a customer”. A day later, I met the person and they did not even border saying hello. Later that day, they introduced this individual as the new HR manager. I observed that individual’s behavior for a few weeks. There is no human in the resource position. Mostly, the individual greeted and spoke warmly to the employees they already knew and only greeted the unfamiliar ones when their help was required.
Armstrong (2010) says that HRM has moved away from its traditional roots of welfare, the industrial relationship, the control of labor, and professional traditions. In contrast to these conventional roots, HRM is associated with a more humanistic way of managing people or finding a balance between the employer and employees.
According to Maslow, every human has six basic needs and desires – physiological, safety, love/belonging, esteem, and self-actualization (Armstrong, 2010). It means that not only do we need food, water, and clothing to survive, but we also need love, belonging, and safety. Thus, to belong is to be loved, and to feel safe will stem from our connections — the art of a relationship.
Based on Maslow’s theory, I think basic human needs and wants should be present in any healthy, successful relationship. If so, why should it be any different for the employment relationship? The employment relationship embraces people-centered values like involvement, collaboration, commitment, and trust. The HR manager is the main person to nurture the employment relationship. How then, will you lead your team and persuade other managers to develop effective relationships if you cannot display humanistic traits?
Employees are essential assets, and how management treats them can affect how productive they are and how well they do. To lead people means to guide, inspire, and have an effect on them. For the HR manager to be successful in the process of influencing people to reach their goals, they must first be human.
4 key humanistic attributes that every HR manager should have:
- Approachable
Nobody wants to approach someone who is always grumpy, vexed, or unpleasant. How we carry ourselves can tell much about us. Many people go by the ‘first impressions are lasting impressions’ theory. Although this saying isn’t always true because we make snap judgments about people, it is hard to deny that someone with a negative first impression of you would want to talk to you again. For example, because of my encounter with the HR manager, I would hesitate to visit his office in time of need. HR managers should be approachable and easy to meet and talk to. You should come across as welcoming, friendly, and professional.
- Respectful
It’s important to remember that no matter how high up you are, you still need to take the time to show fundamental decency by doing simple things like greeting your staff. You should have a policy of unconditional positive regard, which means you should treat your employees with the same respect you want to be shown. Consider the scenario: given that we know he is the head of HR if I were to go by without saying hello, someone would likely perceive it as rude. Shouldn’t I receive the same level of deference as he? “Do unto others as you would like them to do unto you”, as the saying goes, and even if you are okay with me passing you along straight, lead by example. HR managers should be role models. Besides, saying “good morning”, “hello”, and “goodbye” is a natural part of human interaction.
- Authentic/Genuine
The one thing that stops employees from getting close to one another at work is if they are fake. Employees will do what we pay them to do but will not contribute more than expected. It is like being in a relationship where your heart isn’t in it anymore. If you want to be taken seriously as an HR manager, you need to act in ways that reflect your core beliefs. When dealing with your staff, it is essential to always be consistent with what you say and do. It is fundamental to show your employees that your job is more than a paycheck. Do what you say you are going to do. Do not be reluctant to apologize when you are wrong or to accept responsibility for your mistakes. According to Walumbwa et al. (2008), genuine leaders have higher work satisfaction, trust, and productivity rates than unauthentic leaders. Genuinely care!
- A great or eloquent communicator
The survival for any relationship requires constant two-way communication. According to studies, leaders significantly influence communication, which is crucial in building and sustaining a ‘strong’ organizational culture (Gold, 2000). Therefore, HR managers need to have excellent interpersonal communication skills. Not only should they be fluent in their language and be able to get their point across clearly, but they should also be able to initiate conversations in which everyone feels welcome and heard.
Have you ever been present at a general staff meeting and found yourself completely lost? It’s as if the speaker were speaking a foreign language. Unfortunately, HR managers often talk to their staff as if they were in a meeting with upper management. If you want to get your point across, everyone must understand the message. HR managers need to empathize with their staff, choose their words carefully, and establish rapport.
In reality, businesses hire or promote managers who know what they should do but don’t have all the leadership skills they need to get the job done. Being an HR manager is more than just a job. It’s about building good relationships with employees to make developing and implementing policies and practices easier. As a result, employees will care about the company. When you bring your basic human qualities to the workplace, you make your workload more manageable and reap the benefits.
The Bottom Line
When employees feel they have a genuine relationship with human resources, they are more likely to be invested in and committed to the firm. Thus, overall efficiency and productivity will increase. Moreover, it’s a positive outcome for your organization’s reputation. Hence, it is essential to remember to always keep the human in your human resource position.