"I like people."

"I like people. Really, I do."

Human Resources (HR) is a profession often misunderstood and underestimated. A common misconception is that those who work in HR do so because they "like people." This simplistic view not only undermines the complexity and significance of the role but also sets unrealistic expectations for HR professionals.

Let's explore why liking people should not be the primary motivation for pursuing a career in HR.

Let's delve into the true essence of HR, which is (1) about creating an environment that enables employees and (2) driving business success through people.

The Fallacy of "Liking People" as a Career Motivation

The Reality of HR Responsibilities

HR is far more than just liking people. It's a multifaceted role that involves strategic planning, conflict resolution, compliance with laws and regulations, and fostering a positive organizational culture. HR professionals are tasked with:

• Recruiting and retaining top talent

• Developing and implementing policies and procedures

• Managing employee relations and addressing grievances

• Ensuring compliance with labor laws and regulations

• Facilitating training and development programs

• Overseeing compensation and benefits
  

These responsibilities require a deep understanding of organizational dynamics, strong analytical skills, and the ability to make tough decisions that are in the best interest of the organization.

The Pitfalls of Wanting to Be Liked

In my personal career journey, I've come to realize that exceptional leadership goes far beyond simply liking people. While a genuine appreciation for others is a valuable trait, it is not the cornerstone of effective leadership. True leadership is about creating an environment where people can flourish and drive success through empowerment and individual development.

If your primary motivation for working in HR is to be liked, you are setting yourself up for disappointment. The nature of HR work often involves making decisions that are not always popular. For example, enforcing policies, handling disciplinary actions, and making tough calls on promotions and terminations can make it difficult to maintain a favorable image. Wanting to be liked can lead to compromises that are detrimental to the organization, such as:

• Overlooking poor performance to avoid conflict

• Making biased decisions to please certain individuals

• Failing to enforce policies consistently

These actions not only harm the credibility of the HR department but also undermine the overall effectiveness of the organization.

Enabling People

One of the core missions of HR is to create an environment that enables employees to thrive. This involves:

• Cultivating a Positive Workplace Culture: HR plays a crucial role in shaping the culture of the organization. By promoting values such as respect, inclusion, and collaboration, HR can create a workplace where employees feel valued and motivated.

• Providing Growth Opportunities: Employees are more likely to be engaged and productive when they see opportunities for growth and development. HR can facilitate this by offering training programs, mentorship, and career advancement paths.

• Ensuring Work-Life Balance: HR can help employees maintain a healthy work-life balance by implementing flexible work arrangements, promoting wellness programs, and providing support for personal challenges.
  

HR is integral to the success of the business

By aligning HR strategies with business objectives, HR professionals can contribute to the overall success of the organization by cultivating business partnerships with leaders. Exceptional leadership is rooted in understanding and addressing the needs, aspirations, and potential of each individual within an organization and HR is the function to help business leaders do this well. Put simply, it is about fostering a culture of respect, trust, and mutual growth.

For HR, this involves:

• Strategic Workforce Planning: HR must anticipate the future needs of the organization and develop strategies to attract, retain, and develop the talent required to meet those needs.

• Performance Management: Effective performance management systems help ensure that employees are working towards the organization's goals. This includes setting clear expectations, providing regular feedback, and recognizing and rewarding high performance.

• Change Management: In today's fast-paced business environment, organizations must constantly adapt to change. HR plays a critical role in managing change by communicating effectively, addressing concerns, and ensuring that employees are equipped to handle new challenges.
  

For business leaders of others, this involves:

• Cultivating a Positive Culture: At Four Seasons, we have always placed a high value on maintaining a culture of respect and inclusion. A positive workplace culture encourages collaboration, innovation, and a sense of belonging.

• Supporting Personal and Professional Growth: By providing opportunities for learning and development, leaders can help employees grow in their careers and personal lives. This commitment to growth is essential for fostering long-term loyalty and engagement.

• Ensuring Well-Being: An enabling environment also prioritizes the well-being of employees. Leaders must be attentive to the physical, emotional, and mental health of their teams, promoting work-life balance and offering support when needed.

Allowing People to Like You for the Right Reasons

Rather than seeking to be liked by giving people what they want, HR professionals should strive to earn respect and appreciation by creating a workplace that empowers employees and enables them to succeed. This can be achieved by:

• Being Fair and Consistent: Employees are more likely to respect HR when they see that policies are applied consistently and fairly.

• Communicating Transparently: Open and honest communication helps build trust. HR should strive to keep employees informed about decisions that affect them and be transparent about the reasons behind those decisions.

• Supporting Employees: HR should be seen as a supportive resource that employees can turn to for help with work-related issues. This includes providing guidance, offering solutions, and advocating for employees' needs.
  

The notion that one should work in HR because they "like people" is a misconception that undermines the true purpose and value of the profession. HR is not about being liked or giving people what they want; it's about creating an environment that enables employees to thrive and driving business success through strategic people management.

HR is a challenging and rewarding field that requires a deep understanding of organizational dynamics, strong interpersonal skills, and a commitment to the success of both employees and the organization. If you are considering a career in HR, do so because you are passionate about enabling people and contributing to business success. Doing this well, comes with a healthy dose of all the right feels.🤝