Manage Every Employee's "Why?" Effectively
"Why?" is the one question almost all HR people must deal with day in and day out, regardless of their other duties. The moment a new task is assigned or a change is implemented, everyone wants to hear the justification behind it.
HR professionals often have to share the blame for managerial decisions, and it is up to them to ensure other employees fall in line. This can be challenging, as people are often resistant to change or require clarification regarding the new tasks assigned to them. Look for signs that employees did not understand you. Misunderstandings can lead to major errors, incomplete work, or inefficient approaches to tasks. Tackle confusion immediately, or it may blow out of proportion.
Make Employees Believe in Your Words
Those in human resources jobs who want to have successful careers need to be honest, transparent in their dealings, and, above all, trustworthy. The HR manager can play a pivotal role in helping employees understand what is expected of them, creating an effective management system.
Define your company's goals, and encourage employees to participate during initial planning stages so that they can see where changes originate and comprehend the rationales behind them. This strategy can greatly minimize employee resistance to new organizational developments.
A Few Other Tricks Employed by Successful HR Managers
Identify popular leaders, and make them responsible for managing specific projects. This often creates a win-win situation for everybody. Employees will respond positively to your delegation choices and make use of such opportunities to prepare work plans. Train those you have given additional responsibility if necessary. Schedule reviews and set benchmarks to measure progress.
When several people are working together, disputes are bound to occur. Resolving disputes skillfully will showcase your resourcefulness. The best way to handle workplace differences is to allow each party to express his or her points individually. Your impartial judgment and expert handling of the issue will prove beneficial to the company.
Manage intractable colleagues carefully. Give them the space and autonomy they desire. Be firm with them when necessary, but be careful to avoid challenging their competence.
Dealing with the "squeaky wheels" can be especially difficult for HR managers. These employees dislike everything: their colleagues, their work, their desks, their tasks. And "everything" includes you. However, as the HR manager, you must include them despite their complaints. Assign them tasks that will leave them with little time to brood and keep them away from others.
If you run into an isolated incident with a disgruntled employee, try to identify the reasons for his or her negative attitude. Listen to grievances and introduce remedial measures. No antidote works as well as your sympathetic and prompt attention.
Above all, never forget to reward good work and recognize exceptional talent. Timely appreciation will earn you brownie points that you can utilize the next time you must oversee a challenging task. If required, change existing measurements of progress, introduce new incentives, and bend a few rules to maintain your status as an effective HR manager.
