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To be really super performing HR Professionals, should we live and breathe the principles we follow and are responsible for in work life, in our personal life?

 We have a very special bond with our own family.  Within that relationship, are our values consistent with the values guiding us at work?  For example, do we focus on continuous family learning and being a true family business partner?   Do we insist that family standards, rules and processes must be strictly followed? If there are infractions, do we take corrective action, set performance plans and punish when appropriate?  Do we plan everything in great detail and conduct cost/benefit analyses when a family venture or acquisition is being considered? Do we take things very seriously? Do we leave enough room for spontaneity and having fun?

Do we emphasize cultural fit and consistency at home? Alternatively, do we embrace individuality and the endearing (sometimes-annoying) differences between our family members?   In some respects, the principle of diversity and inclusion at home, although the chores still have to be shared!

One aspect at work I often find difficult to accept, is giving warning letters to adults. The person may be very mature, very respected. The person may seem similar to a parent, an Aunt or Uncle, but because they were late to work a few times or made a serious work error, they now have a letter on file with a sinister warning about what could happen if the infraction is repeated.

With most people, the problem could be resolved in a nicer way – sometimes just talking to the person, but for consistency, union or legal reasons, we have to give the letter – a letter that may cause significant humiliation to the otherwise devoted employee.   An action I have seen interpreted by the employee as negating all the hard work and loyalty shown over many years and hardening his/her attitude towards the company – in some cases permanently.  Would you give a warning letter (or equivalent) to your spouse or partner if he/she was careless and broke a valuable ornament?

How should we react to infractions within our family circle or by other people we know? If our neighbor tells us he took some bricks from a building site, should we report him? Should we try to compel him to return the bricks? Or, will we ignore the theft and say nothing?

Outside work, we tend to be more forgiving and overlook (although still disapproving) infractions that could be cause for termination at work - stealing the bricks, drinking and driving, smuggling across the border, taking things from restaurants and hotels.  The chances are it will change little in our relationship.

In the work environment, however, we would have to take action at the prescribed level including termination.  We can point at other people, but what if we are consistently committing similar infractions at work or at home?   Do we cross our fingers as we act sternly and discipline other people for doing things we are equally guilty of?

At work are we primarily “following orders” and upholding the policies and rules of the organization? How important is it that we believe they are appropriate or just?  Are we just doing a job and can leave it all behind at the end of the day?

If we claim we are the same at home and at work, is that feasible? Could that result, depending on what is most dominant, in being too casual and caring at work or, maybe, too formal, strict and unforgiving at home?  What, in your opinion, is most effective in being a success at work and in our family relationships? Can we be one person or must we be two people?   If we act differently at work and at home, what is real and what is a role?

What do you think?  I look forward to any thoughts and comments you may have.

Thanks,

Ian

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BIOGRAPHY

Bio:  Ian Welsh CHRP

Ian’s style of HR is being resourceful in a human way.  His HR experience spans more than 25 years at an executive level within major organizations where his emphasis was on HR solutions – respecting theory but knowing how to apply it in real life situations and recognizing holistic needs.  As an Independent HR Practitioner, based in Toronto, Ian continues to focus on “reality HR” with strong communications overtones.  He shares his experiences and thoughts on his Toolbox for HR blog “The Search for Mutual Success” and interactively through online discussion.

http://hr.toolbox.com/blogs/search-for-mutual-success/

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