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Are You an HR Nurturer or HR Punisher?
Jun 6I broadly categorize teachers into two groups: 1) people who got into teaching because they love learning and people, and 2) people who had a bad experience as a student and want to give crap to their students. It’s the Nurturers vs. Punishers.
I’ve run into HR people who fit into the Nurturer and Punisher roles. HR Nurturers believe that human nature is to do good, and they conduct their business to support employees. HR Punishers believe that everyone is running a scam, and the only way to prevent chaos is to implement as many policies as possible.
What kind of HR person are you? Are you looking for ways to help employees and your organization? Or do you say the magic words, like “employee engagement,” while truly believing that the riff-raff is lucky to get their shoes tied and teeth brushed in the morning?
Here’s what I say: If you’re an HR Nurturer, thank you for moving our profession forward. You’re the kind of person we need. If you’re an HR Punisher, try working in operations. Live with the crappy policies that you wrote. Talk to real people with real hopes and real dreams. On second thought, don’t go away mad — just go away.
About the Author
Frank Roche
Frank started IFRACTAL over 7 years ago with Sarah Chambers. Together, they've created HR communications and HR software for some of the world's leading companies. Frank is also studying Flamenco guitar and origami.
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Hi,
I am interested in blogs on HR and yours come across in as a very informative package.
Great info.
Regards
Amit
The same comments can apply to managers generally. I learned my management style from two types of people. My boss of 15 years was the guy I learned from by doing the opposite of what he did. He was not a punisher per se, just clueless–as many people who grow up in professional services are on issues of management and leadership. Fortunately I had two people who served as teachers and mentors from whom I learned the right way.
In recent years I have devolved just a bit to where a few of the people that work for me would probably label my management style as “sarcasm”. I have lost patience for people who make the same mistakes over and over and are unwilling to listen. Hence, the sarcasm. It got to the point with one young man that I had to pause and let him know that I was no linger joking and that he should pay attention to what I had just told him. A true teaching moment had occurred.
Frank,
I’ve never understood the “Punisher” philosophy. It alienates people, and it doesn’t even work most of the time. Rick’s right – there are manager punishers and sadly, parent punishers. Regardless of the bad experiences you’ve had, it seems odd that you’d adopt this attitude unless you’re a pure jerk of a human being.
It’s doubly weird that such a person would go into HR, a profession that supposedly likes and cares about people. What a universe.
Best,
Alexandra Levit
Author, Success for Hire
Blogger, Water Cooler Wisdom
http://www.alexandralevit.com
Another way to look at the two approaches (two management styles, etc) is through the prism of Theory X vs. Theory Y (http://en.wikipedia.org/wiki/Theory_X)
Spot-on post! HR folks need to focus on showing and encouraging managers to ‘coach for improvement’, rather than focusing just on ‘how to give employees the boot without getting sued’.
~~~
“If you’re an HR Punisher … don’t go away mad — just go away” <— (AMEN)
Great question Frank.
Here is the look in the mirror follow up. Which one are you now? Which were you X years ago when you started?
Bill, that’s the killer follow up. I wonder if after you’ve seen it all that you change. Really cool thought. It would be interesting to see something like that on Human Markets…the analysis of an HR career.
Notes to all…I’m sorry, I responded to your comments a hundred times in my head and failed to write them down here. Yep, it’s a Theory X and Theory Y deal.
Don’t you think this view is a bit overly simplistic?
Bryan, the smartass in me would just answer, “No.” The problem with any medium is the need to make a point while understanding that the audience has very little time to take in information. I’m sure there’s a story for every single person in HR. On the other hand, I’ve seen enough to say that the dichotomy is prevalent.
What would you offer as a spectrum of HR types?
The truth is I don’t believe there is a dichotomy. I have worked with great HR folks and not so great HR folks. Some were qualified for their positions and some were not, others played the part of the resident expert, while again others acted in more of a consultant manner.
Working in HR teaches you that while people tend to repeat behaviors, they are nearly impossible to truly quantify. I look at your proposal as more of a HR development issue. The “punisher” may be at a different phase in their professional development. And why can’t someone be a little of both — a punisher and a nurturer.
Frankly, I don’t see myself as either. My ultimate responsibility is to the organization/customer/client, but I act with integrity and honesty. I don’t feel obligated to punish or nurture any employee. The truth is employees are ultimately accountable for punishing and/or nurturing themselves.