Can HR Be Friends with Employees?

The HR team is at the heart of every organization, tasked with managing employees from recruitment through to their exit. Their responsibilities include recruitment, training & development, and ensuring smooth transitions during exits.

Beyond these, the HR team also develops an engaging and positive work culture. They act as mediators in employee-company disputes, working closely with staff to ensure mutual understanding and resolution.

Given their integral role, the question arises: is HR solely acting in the best interests of employees, or do they serve the company's agenda? More importantly, can HR truly be friends with employees?

The Short Answer: Yes… but with Nuances

HR can indeed be friends with employees, but it’s not a requirement for their job. Think of it this way: you can be empathetic toward strangers you meet during your commute without becoming friends with them. Similarly, HR professionals often exhibit empathy toward employees without crossing into personal friendships.

An HR's duties necessitate close collaboration with employees, creating an empathetic and supportive environment. In dispute situations, they can understand and represent the employee's perspective while maintaining an unbiased stance. However, this empathetic approach does not equate to friendship.

Empathy Over Friendship

So, employees should not misinterpret HR's empathy as friendship. While HR is part of the management structure, its primary role is to ensure employee well-being and address concerns related to company policies or interpersonal conflicts. Hence, employees should feel comfortable approaching HR with issues, knowing that HR’s role is to support them, even if a personal friendship isn't part of the equation. They should understand that while HRs genuinely care for their employees, they are also required to maintain professional ethics and your friendship should not stop them from fulfilling their duties.

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The HR Perspective

On the other hand, balancing work friendships with professional responsibilities is challenging for HR professionals. They can surely form friendships with their employees, but clear boundaries are essential. They should prioritize their professional duties over personal relationships. Staying personal yet uninvolved is a delicate balance but necessary for maintaining objectivity and fulfilling HR responsibilities effectively.

Being friendly can encourage employees to be more open, facilitating better understanding and quicker resolution of issues. Hence, HR professionals should aim to be approachable and supportive, without letting personal relationships interfere with their professional obligations.

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Conclusion

Employees should view HR as supportive allies rather than personal friends. HRs exist to assist the employees and they are the first point of contact for any company or colleague-related issues. For HR professionals, maintaining a friendly yet professional demeanour is key, ensuring that their duties always take precedence in challenging situations.