Approachable HR Practices for Building Trust

People are scared of you.   That's right - if you are in #HR, 80% of your employees are scared of you. (see article linked below)   I've spoken with some HR people who actually like that. As though it's a badge of honor and confirmation they are doing their job right when people are scared of them.   But for the rest of us, we know that being approachable is key to being influential.    Being approachable doesn't mean being friends, it is about becoming influential.   Why seek influence? Because people of influence have an impact on people and their organizations, inspire positive change, improve and drive results, boost engagement and performance.   People of influence don't scare people. They are people others want to be around, people who make others feel better about themselves (even if giving constructive feedback), people who know their own strengths.   People of influence are purposeful in cultivating a personal style that is -   🏅 Appreciative ❤️ Empathetic 🌿Adaptable 🤝Relational 🧠 Engaging ⚒️ Helpful 💪 Confident 🗣️ Persuasive   People of influence are -   ➡️ Activators 👂 Listeners ❓Curious 🤩 Role Models 📖 Learners (who stay relevant) 🦁 Leaders (with or without formal authority) 🔎 Problem Solvers 🎯 Goal Oriented 🎓 Experts 😀 Optimistic 👐 Open and Honest 💡Critical Thinkers   In short, people of influence are connected to others, are trusted by others, are #talentcentric.   They don't skirt giving constructive feedback or taking decisive action or holding themselves and others to high expectations or driving accountability - but by focusing on others' success and strengths (instead of themselves), listening attentively, and showing appreciation and value for others, they achieve impact without having to resort to fear tactics or threats or drama.   If our brand in HR is one of fear, then we will be forever linked to policy compliance, coercion, and administration of processes. You'll always hear "Uh-oh, HR is in the room."     You'll be tolerated but mistrusted.   If our brand is one of influence, we can focus on solving problems, consulting on solutions, developing synergy, and improving organizational performance. You'll hear "Thank goodness, HR is in the room."   You'll be sought out and deferred to.   I choose influence, not fear - what about you? #iamtalentcentric #employeeengagement

HR Leaders - Want to BUILD YOUR CREDIBILITY in a factory location?   Try this...   👉 In the morning, before you switch on your computer or answer any emails, WALK THE FLOOR.   If front-line leaders & employees see your face and your interest in what's going on in their world, it will enhance your relationship and their trust in you.   I recently suggested this to a plant HR Manager.   After her first day, I asked her how did it go?   ”The front-line employees were surprised to see me!” she said.   The following week she responded: “Hey, it seems to be getting better. They are even asking my advice on stuff.”   Imagine how it will be in another month.   👉 First, it says: I CARE.   👉 It also says: I'm APPROACHABLE.   👉 It also communicates: I'm INTERESTED.   👉 But most importantly, it sends the message: I want to find out the REAL ISSUES you are facing.   For HR folks in field locations, NOTHING builds your credibility more.   So, get to know the employees on THEIR turf, not yours.   You'll be glad you did.   Just sayin'.   Your thoughts?   --- 📌 P.S. - For more tips for succeeding as a new HR leader, check out "The New HR Leader's First 100 Days" at the link in the first comment below.

Are you a good or a bad leader? Do you work for or are you searching for a good leader? Spoiler alert: It's not just about those fancy bonuses and gifts (although they can be nice). It's about something much more profound – trust, empathy, and connection. Cold, hard fact: Most employees who decide to part ways with a company often share a common sentiment. They feel their leaders aren't invested in them, don't trust them to do their job, and certainly don't trust them with their career aspirations. Ouch, right? So, leaders, how often do you genuinely ask your employees how they're doing and how you can support them?  It's not just about ticking your to-do list's "employee engagement" box. It's about showing your team that you care, are listening, and are there to support their growth. Okay, here is a stat (because, you know, data is our friend). According to a recent study, companies with high employee engagement outperform their counterparts by a whopping 202%. Yep, that's right.  Engaged employees are not only happier, but they also drive results that benefit the entire organization. Trust is the foundation of any strong team. And trust doesn't magically appear because you handed out holiday bonuses. It's cultivated through meaningful interactions, active listening, and genuine empathy. So, how can you do better, people? Here are some actionable tips: Ask, Don't Assume: Start by simply asking your team members how they're doing. And I mean, really ask. Take the time to listen and understand their needs. It's not about checking off a box but building a connection. Empathy is Key: Put yourself in their shoes. Understand their challenges and aspirations. Empathy goes a long way in making your team feel valued and heard. Regular Check-Ins: Don't limit your conversations to performance reviews. Regular check-ins can help you stay connected and address issues before they become big problems. Professional Development: Discuss their career goals. Show that you're invested in their growth. Remember, when your team succeeds, your organization succeeds. Respect Boundaries: While it's essential to be engaged, remember to respect personal boundaries. Don't pry into their personal lives unless they willingly share. Feedback Loop: Create an environment where feedback flows both ways. Encourage your team to share their thoughts, concerns, and ideas. You're not the sole fountain of wisdom, after all! Trust is not a one-time gift; it's a daily commitment. Employee engagement is not about lavish perks; it's about genuine care. #leadershipmatters #dobetterpeople #employeeengagement #goodleadersmakegoodculture