The 80/20 Golden Rule Of Becoming a Good HR Manager

And not just ANY HR Manager.

 

I’m talking about becoming an HR Manager who is loved by his people and the management.

 

You see, while many “HR gurus” trick you into thinking that you need to have a thorough knowledge on the policies and procedures…

 

…I’ve always tried to be real with you.

 

The secret to becoming a good HR Manager with a raving people base that’s ready to listen to what you have to say has nothing to do with how much KNOWLEDGE you have.

 

It, instead, has to do with how good your ATTITUDE is with the people in your organization.

 

Sound hard to believe? But yes its the truth.

 

Bear with me for a second, and keep reading along.

 

Why I Spend 80% Of My Time Meeting People And Listening To Them?

 

If you spend time with people and listen to what they have to share, chances are that they will appreciate and respect you.

 

Why, then, would you spend more time in reading and enhancing knowledge when you already can build their trust by investing more time with them?

 

I’ve got an idea… Because one likes to be informed and upto date with what’s happening in the industry, you can create a balance for yourself by prioritizing your time and efforts ;-)

 

Here’s the truth:

It’s easier and smarter to be engaged in knowledge building but its even difficult and harder to build trust of people.

Or, in other words, invest 20% of your time in upgrading yourself. Spend the other 80% of the time in collaborating with people.

Relationships are Vital (and one needs to invest time and efforts in building them)

If you’re like me, you truly CARE about your people.

Now, I’ve heard some people say, “Amit doesn’t care about his people.” That can’t be further from the truth.

To know about just one employee in your organization, you need to invest your time and energy in knowing about him, his family, his interests, his capabilities and what does he wants to achieve in life. In the end, it all boils down to one thing, TIME that you spent in knowing him better.

And you BET that for us, as HR Managers, Time is a critical factor and plays a major role. We are into so many things, recruitment, trainings, organizational development, performance management, that thinking of sparing out time for people, may seem next to impossible.

 

But then at the end of the day, it’s all about how well you know your organization and your people. So, its worth an investment to make.

 

So, in order to become a Good HR Manager building up relationships is VITAL. And it’s the only REAL way to stand out in today’s competitive environment.

That’s why it all depends on how you nurture the relationships, leverage your bonding to make sure your genuinity spreads, and then people will listen to what you have to say.

 

The “HR Manager” Myth Debunked

You might be thinking, “Well, why does everyone else say you need to have knowledge to be successful?”

The truth?

Many of the people who preach “knowledge, knowledge, then more knowledge,” come from a mind set where they considered HR can be restricted to only I.R. (Industrial Relations) or a personnel function. This I am talking of way back in the 90s.

At that point, managing employees and their expectations from the management was a tough thing to look after and one needs to have a thorough knowledge on the laws of the land and what was happening in the industry as a whole.

(In some respects, they still do the same).

 

And they LOVE to remain that ways.

This means that, back then, if you’re updated and have immense knowledge, it was IMPOSSIBLE to NOT earn a good reputation in the eyes of the management.

 

But times have changed.

Here’s What Happened Over The Last 13 years…

In 1990 – 2000, the HR role was only pertaining to day to day affairs. I.R. took maximum of the time.

But, over the last say 5-7 years, the entire scenario has changed on account of globalization.

Point #1: HR has taken up a more strategic and decision making role.

Point #2: HR has been able to get rid of the “personnel management” tag and has build a reputation of its own.

 

Now, you just can’t feel happy on the amount of knowledge you have.

You’ve got to have an EQUATION with your employees and use it in the best interest of your people and the organization.

Yes, I know this is harder, and it’s more time consuming, but the good news is this: You just need a Positive Attitude and things will work in your favour.

I look at my blog YoungHRManager, and can see the change that people want. There are so many interesting and thought provoking comments that people share on my blog. I hear so many inspiring stories from my subscribers and people.

All because I focused on building a good attitude and behaviour… and then focused on getting my knowledge work in the direction of the betterment of my people.

 

The Question Is: How Do You Build a Positive Attitude?

That’s the BIG question:

“Okay, I get it. Build a good attitude, then use your knowledge in that direction. But how?”

That’s where my blog comes in.

I reveal many of my favorite principles, thoughts and powerful strategies that will help you become a good HR Manager and above all a better human being.

 

But here’s what I’m going to do…

I’m a firm believer in doing things “in a logical and systematic way”

So, what I’m going to do is this:

In the coming weeks, I will be blogging on topics which will benefit you in doing justice to your role as an HR Manager.

Some good strategies that you can use, and a strategy I still use to this very day.

(What’s so great about some of these HR strategies is that they’re timeless. These have worked in the past and often work now and will work in the future).

And in the mean time, what I’d like you to do is to leave a comment letting me know about the problems you’re facing in your current job or function.

What’s been holding you back from adhering to your duties? What’s stopping you from becoming a good manager and a leader?

Also, to ensure you don’t miss out on any of my articles, make sure you sign up for my newsletter (sign up box in the sidebar)

(If you’re already on it, and know someone who can benefit from my learnings, tell them to hop on the list). Share this post with your colleagues and friends.

Amit Bhagria
This Aint Your Daddy’s HR Do I have your attention? Good, because we are in the mist of an HR revolution. It’s either join up, or be left in the dust. What do I mean by this? Well, gone are the days of Human Resources representing the company’s interests solely. The new age HR Manager is an inclusive individual, serving the collective needs of both employer and employee. In the new “collaborative” workplace, an HR Manager wears many more hats than in years past. It can be debated as to whether this is a result of a disgruntled workforce staging a collective mutiny, or the evolution of HR professionals. Either way, the time has come. Join me on the other side. Subscribe to my Newsletter to get updates from the world of Human Resource Management.
Amit Bhagria
Amit Bhagria
Amit Bhagria

Comments

  1. Nitika says

    Hey,

    True it is very time consuming, as well when people have a young HR person around them they resist themselves in discussing.

    I have a job where most of the employees belong to the age group above 50, they are not intellectual and very difficult to converse.

  2. says

    Hi Nitika,

    You need to break the boundary that these employees (above 50 years) have made around them. I too had a fairly difficult time in dealing in such a condition however, once the ice is broken they will be your best support system. Don’t Believe me …try it for yourself.

    Amit

  3. Rajni says

    Hey Amit,

    Very well said!!! I completely agree with what u say but it’s very difficult to maintain distance as employees expect the HR manager too, to share things about their personal life, goals etc….. Sometimes these things can backfire…..

    It does help to talk to people as i have personally experienced that when you talk employees consider you as one among them and not just someone who is dictating rules in office.

    Regards,

    Rajni

  4. says

    As ever very impressive and educative.
    My challenge is with my directors and senoir Managers. They dont really understand the roles of the HR. They think my role is to punish employees. Am not so involved in the decision making of the organisation where human labour is concerned and later employees fell am just a rubber-stamp.

    I ve though very sound reationships with most employees who appreciate the chats I have with them in helping them build their careers
    .

  5. Bambang says

    Hi Amit,

    About your latest post: 80/20 Golden Rules….., I’ve been practicing 50/50 Action. With that time visiting the people, I got a lot of comments or suggestions or complaints but in some cases the Management is hard to provide. Therefore I need to set the strategy to accommodate them without making the boss raise his eyebrows. Frankly it is hard to do.

    Good post Amit ! Waiting for your other precious stories.

    Thank you!

    Bam

  6. reshma kushwaha says

    hi amit I don’t have much to do in my company only salary, admin, pf , erp work I do so what more activities can I do for my company do let me know

  7. says

    Hi Reshma,

    There is always a scope to do more new and improve on the old things. All depends on how much you are interested in doing. How can you improve your processes? Say for salary can you improve to credit salaries a day earlier, if its not the first of every month. Its just a thought and may or may not be applicable. But you can asess the possibilities.

    Amit

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