When It's Ok to Hold Hands In Work*

*and when it's just awkward as...

I've had so many great experiences in my career when it comes to people matters.  I have stories to tell that will no doubt keep me going for years, but one thing about HR that never fails to fascinate me is people management.  That is - the actual day to day management of people in work.  Machines are easy to manage, people though are a wonder.  Every day.

Now, firstly: I'm a manager too.  I manage a team and have done (in various forms) for many years. 

I try and support them as much as I can, I develop them wherever and whenever I can, I listen to their gripes, I have to push them on performance when it's not where it needs to be, I've had to discipline, dismiss, recruit, terminate, give pay rises to, create development plans with and even attend their funeral (yes, that's a tough one).

So I get what trying to motivate people to keep coming to work and doing a great job is.  It's not easy and some of the time it's down right hard! 

When you work in HR and particularly if you're having to spend time ensuring that policy and procedure is adhered to or where you are trying to raise standards, managers can all too often point towards bureaucracy.  They can indicate that "HR are just being difficult" or that "this [matter] is over the top HR policy nonsense" etc

And one of my absolute favourites is where an accusation is made that by following an HR policy, it will bring the business to its knees.  Really?  To its knees, you say?  And you're definitely not being dramatic or using emotional black mail just to get your own way?  Well, if you are convinced the business will literally collapse....

I've heard them all.

...the socially required fairness in employment warrants rules and structure and order...

However, the fact is that policy is necessary.  The legal framework for employment dictates it.  In addition, the socially required fairness in employment warrants rules and structure and order.  And the simple fact is that people like to know where they stand and so in a civilised world, there will always be rules.

However, the exact drafting of those procedures is vital.  For some organisations in some industries, "chapter and verse" is right.  For others, non contractual versions of the "way we work here" will do.  A good HR team will always ensure that the translation of statute and various codes of practice happens in the correct language of the business.  That is the real trick, isn't it?

Once you've got your policies and procedures right, you also have to ensure their consistent application right across the organisation.  And this is where the hand holding comes in.

Now I've worked in various sectors across multi sites, global geographies and for a variety of businesses.  Capability levels of people managers has ranged from top drawer to "we need to have a conversation". 

Of course with such a breadth of skill bases, it's obvious that some will need more support than others.  Getting the balance right and not over protecting the business by completely leading managers through people processes too much is crucial.  By contrast, leaving managers to their own devices when they clearly are not ready for it is not right either.

It's all about the balance.

So I was once asked by a HR professional in my team for some advice.  She was managing a multi site operation and had a number of managers who were delivering against newly updated employment policies and procedures.  All had received training and she was sure that she had done all that she could to get them where they needed to be in terms of development.  It was now all a matter of capability.

Her question was simply, how will I know when to "hold their hands" and when not to?

And my answer was this:  You've already got a great relationship with them which you've all worked hard at.  If you are aware of your environment, you understand the business plans and the exacting standards of our people managers and you can leave your ego to one side when dealing with your management team...don't worry.  They will let you know when it's time to let go.  And provided the results are forthcoming, that is a pretty satisfying position to be in.

Good HR practice should always ensure flexibility in business which will consequently enable greater organisational agility.

So, holding hands for a while is fine.  Holding hands for too long is just weird.

HS