HR Management: Week 1

Student blog for MGMT 453- Human Resources Management

What about a company makes people want to work there … and stay?

“How can you manage people if you don’t know them?”

“Michael”, Buckingham, Marcus, and Curt W Coffman. First, Break All the Rules : What the World’s Greatest Managers Do Differently

What employees at top-rated companies are saying:

At Ultimate Software: “Ultimate Software takes care of its people and genuinely believes that putting people first is the only way to succeed”

At Cisco: “I am given complete autonomy to do what’s best and if I need help, I have a strong support system…I also love the diversity in the executive leadership, which is unique”

At American Express: “Incredible work life balance and respect for family

So, what’s the common theme? Putting people first.

A common theme among the above companies, as well as all the companies listed on the Great Place to Work was that the employees reported feeling valued, being accurately well represented, and given benefits to improve their quality of life inside and outside of the workplace. Companies with high staff retention and limited turnover typically tend to invest significantly more time and resources to cater to employee’s needs and wants compared to those who tend to cycle through staff more frequently. In the era of understaffing, supply chain shortages, and new challenges arising daily, more and more companies are learning the value in employee accommodations and benefits. At the end of the day, every individual wants to feel valued and respected in the place they work.

See for a comprehensive list of best companies to work at.

IMO (In my opinion):

I personally would like to be the type of manager that inspires people to be the best versions of themselves. Not perfect, not always cheerful, but the most authentic and genuine version. It’s unrealistic to think that having a strong HR strategy means you will avoid issues, because we are all human and make mistake. However, a HR team that focuses more on authenticity and compassion is bound to have a positive effect on employees and more likely that they will stick around for longer. Addressing issues with empathy and from an inclusive and informed perspective, humanizing the work that employees do, and creating a space for feedback are all vital to creating a culture of transparency and integrity within a company.

This is no easy task though; what happens when expectations are not met? Or when mistakes are made that have a serious impact on others? How can an HR team hold its employees accountable while still inspiring them to perform well? These are all questions I ask myself and possible challenges I can for-see. However, building the foundations of an HR department on integrity and compassion are a good place to start.

What type of manager will you be?