There is a popular misconception that HR managers manage people, and their work majorly revolves around it. In fact, this misunderstanding has taken the shape in the requirement section of one’s resume. It is kind of a shocking affair to know that companies have literally mentioned it in the job description for the role of HR manager. To be frank, it is quite upsetting. HR professionals job is not to manage people at any level. Rather, their one of the important tasks is to make the assessment of strength and weakness of the employees to make effective strategic decisions. And for better assessment, one must not display any sign of rudeness, as it would badly affect the relationship between the manager and employees. To cut a long story short, HR managers must be nice when they deal with the employees.

There are many situations when HR managers could be at the edge of losing their temper, but this should be avoided to maintain the positive relationship and decorum of workspace. Take the advice and try not to become a grumpy kitty.

Actually, these kinds of situations can be seen as more frequent in some particular HR roles. What are those? Let’s dig a deep and see how the HR managers can remain calm and nice in these state of affairs.

The action or process where HR managers have to be really careful is when the restructuring of the organisation takes place. Restructuring or reorganisation does take a toll on employees. Especially to those who are on the verge of losing their job because of it. As much sad as it sounds, the misery of HR managers is equally awful. All the emotionally charged accusations, unfortunately, have to be faced by none other than HR managers. Hence, they get really susceptible to losing their temper. All the unavoidable aggression comes out in the shape of rudeness. Certainly, this will only worsen the situation and result in total chaos. How do HR managers ensure that this Havoc doesn't get laid upon? The key safe measure is to communicate with the employees of their firing at a right time. The whole point of this activity is to make sure that the firing should not come as a surprise.

Another important task for HR managers at this situation is to direct the employees towards the practical realities. Be a counsellor to them, as emotional support is very necessary at this point.

But, make sure not to involve yourself too much in giving the emotional help. A research conducted by the IMD business school in Lausanne found that managers who take too much interest in their employees’ emotional well-being often end up feeling disappointed when the employee doesn't perform well.

Needless to say, all these important activities must be done without displaying any sign of rudeness or frustration. If you are not nice and supportive while performing these activities then there is no point in doing them. Christine Porath, a management professor at the University of Southern California conducted an experiment to see the effect of rudeness in the workspace. The results were staggering, as 80 percent of participants lost their productive time due to an insolent activity.

The same concept applies to the interviews as well. The moment when HR managers are thrilled with joy is when they give the call to the candidate, who has been hired, to inform about the contented result. This is easily the best task for any HR managers. But, being the sole messenger in the organisation, has its own drawbacks, as it is also the most difficult one when the candidate doesn’t manage to clear the interview. How should you take care of such situations? The best strategy is to provide valuable feedback to the candidate after the interview. Even if the feedback is through email, make sure your email content doesn't have any rude or aggressive element. We have covered this very topic as well. Feedback for your candidate

Sometimes you have to be nice to others, not because they are nice, but you are.

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