How to Put the Humanity Back in Human Resources
Megan Rose, S.
Trauma-Informed Talent Strategist | Human-Centered HR Leader | EdD Organizational Psychology Student & Researcher | Well-Being & Resiliency Coach | Unicorn Hunter & Nurturer | Neurodiversity Champion | Writer | Speaker
Putting humanity back into Human Resources (HR) requires a fundamental shift from administrative and compliance duties to a more holistic approach that emphasizes employee well-being, engagement, and development. It involves creating meaningful interactions, prioritizing people over processes, and fostering a culture of inclusivity and support. This article will explore the various strategies that can help reinstate the human element into Human Resources.
HR can often become bogged down with treating employees as numbers or resources. Re-humanizing HR means recognizing the individuality of each employee. This involves understanding personal strengths, career aspirations, and even life challenges, which can affect work performance. Personalization, where policies and communication are tailored to the individual rather than a one-size-fits-all approach, is key to making employees feel valued and understood.
A humanized HR department operates with transparency, sharing company policies and decisions openly to build trust. Employees should feel comfortable approaching HR with issues knowing they'll be heard and that their concerns will be addressed with discretion and fairness. Regularly soliciting feedback and acting on it also reinforces trust in the HR function.
Putting humanity back in HR means recognizing and supporting employees' need for balance between their professional and personal lives. HR can lead the way in crafting policies that offer flexibility, such as remote working options, flexible hours, and adequate leave for personal matters. By acknowledging that employees have lives outside of work, HR can help prevent burnout and promote overall wellness.
HR should focus on creating meaningful employee experiences throughout their lifecycle with the company—from onboarding to retirement. This includes ensuring new hires feel welcome and informed, providing career development opportunities, recognizing personal and professional milestones, and even offering support for life transitions such as parenthood or caring for elderly relatives.
Human Resources should act as facilitators for professional growth and learning. Beyond traditional training programs, HR can customize development plans, encourage cross-functional projects, mentorships, and sponsor continuous learning opportunities. Investing in employees' growth shows a commitment to their success, both within and outside the organization.
HR is often the steward of corporate culture. To humanize HR is to foster a culture where respect, kindness, and support are embedded values. This can include initiating community-building activities, promoting diversity and inclusion, and recognizing efforts that contribute to a positive work environment.
To inject humanity back into human resources, it’s crucial to re-evaluate existing policies from a people-centric perspective. HR should ensure that policies not only comply with legal standards but also support the holistic well-being of the workforce. They must actively listen to employee needs and adjust policies accordingly, whether it's implementing flexible work hours, mental health days, or family-friendly practices.
Empathy should be the cornerstone of the corporate culture. HR can facilitate this by training managers on empathetic leadership practices and by being exemplary in addressing employees' individual circumstances. When employees feel understood and supported, they are more engaged, loyal, and productive.
Humanizing HR involves acknowledging the contributions of every employee. Recognition programs should celebrate achievements, milestones, and the everyday efforts that keep the company thriving. Appreciation can take many forms, from public acknowledgments to personalized notes, and these gestures can make employees feel genuinely valued.
A truly human HR function prioritizes the physical and mental wellness of its employees. This might include access to wellness programs, health screenings, fitness memberships, mental health resources, and the normalization of taking mental health days. Such initiatives signal that the organization cares about its employees beyond their work output.
To restore humanity to HR, a culture of open dialogue should be encouraged. HR must be approachable, allowing for open lines of communication whereby employees feel comfortable sharing feedback, concerns, and suggestions. Regular town hall meetings, anonymous surveys, and suggestion boxes can be effective tools for fostering this dialogue.
HR must lead by example in promoting an inclusive and diverse work environment. This means implementing unbiased hiring practices, supporting minority groups within the organization, and fostering a workplace where everyone feels they belong. Training sessions on unconscious bias and inclusion can also be part of this initiative.
Employees feel valued when they can see a clear career path within the organization. HR should provide career pathing support, helping individuals to set and achieve their professional goals. This might include regular career counseling sessions, mentorship programs, and succession planning that incorporates employee aspirations.
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Fairness in compensation is key to showing employees that they are valued beyond lip service. HR should regularly review and adjust compensation packages to reflect the market rate and the individual contributions of employees. This includes not only fair wages but also bonuses, benefits, and other forms of remuneration that contribute to the overall satisfaction of employees.
HR should acknowledge and support the lives employees lead outside of work. This can be done through family-friendly policies, support for community involvement, or even sabbatical options for long-term employees. When a company invests in the lives of its workers, it reinforces the message that it values them as whole persons.
A human-centered HR function encourages a coaching culture where managers act as mentors. This creates a supportive environment where employees are guided through their challenges and career decisions rather than being left to navigate these paths alone.
When organizational changes are necessary, HR should manage these changes responsibly, with a focus on minimizing negative impacts on employees. This involves clear, empathetic communication and support programs to assist employees in adjusting to new roles or processes.
Feedback is a two-way street in a humanized HR department. HR professionals should not only provide constructive feedback to employees but also actively seek input on HR initiatives and policies. This ongoing feedback loop can drive continuous improvement and ensure that HR initiatives stay aligned with employee needs.
Humanize HR by investing in the personal and professional development of HR personnel. An HR team equipped with the latest knowledge and skills in people management can provide better support for employees, making the department more effective in its human-centered approach.
While technological tools and automation can enhance HR operations’ efficiency, it's essential to balance these with the personal touch. HR should use technology to eliminate mundane tasks, but maintain personal interactions for matters that require sensitivity and understanding.
Whether it’s promotions, department transfers, or exiting the company, HR should provide support through all phases of an employee's career trajectory. This might involve clear communication, training, and even alumni networks for those who have moved on, fostering long-term relationships.
HR plays a key role in building a diverse and inclusive workplace. By creating an environment where a multitude of voices, backgrounds, and perspectives are actively celebrated, HR can enrich the company culture and enhance innovation and engagement.
HR should recognize the signs of burnout and take proactive measures to address it. This can include monitoring workloads, encouraging regular breaks, and supplying resources for stress management. By providing a safety net that handles burnout before it escalates, HR casts itself as a guardian of employee health and productivity.
Humanizing HR extends to building a sense of community within the organization. This can mean organizing team-building activities, volunteer work, or social events that help strengthen connections among coworkers, giving them a sense of belonging and a shared purpose beyond daily tasks.
Employees should feel that their voices are heard by the leadership. HR can facilitate 'open door' periods with executives, where employees have direct access to discuss ideas or issues. Such accessibility reduces hierarchical barriers and enhances transparency and trust.
HR must be the moral compass of the organization, upholding and promoting ethical practices in all interactions. This commitment to doing right by employees not only sets a standard for the rest of the company but also builds a strong reputation that can attract top talent.
Final Thoughts
Injecting humanity back into Human Resources is not just a moral imperative—it is also a strategic one. Humanizing HR practices can lead to a more engaged, productive, and loyal workforce. It transforms HR from a compliance-focused entity to one that is truly about nurturing and accelerating human potential. The future of HR lies in the ability to combine empathy with innovation, guaranteeing not just the growth of the company but also the well-being and developmental trajectory of its employees.
Human Resource Manager, Lad Irrigation
7 个月HR is the key to build connection in a workplace and increase employee satisfaction.
Organizational Alchemist & Catalyst for Operational Excellence: Turning Team Dynamics into Pure Gold | Sales & Business Trainer @ UEC Business Consulting
7 个月Absolutely essential to prioritize the human element in HR for sustainable success and impactful growth!