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For the past year, our company has had a a mid 20s HR generalist who was pretty chill, actually kind of immature and wasn't that efficient in handling conflict resolution, nor did she lift a finger when I made simple requests like asking for info about another department. At times she made me wait 6 weeks for info, she's blamed employees on her own payroll errors, ignores concerns even when an employee was having productivity issues (and they had a solution, etc.)
I wonder how I should bid her farewell, if at all?
The good news is that our HR manager who is friendlier and wholesome (the all American girl), is returning from maternity leave soon. I can't wait! She's sweet and motherly (she is a mom after all), has a nice smile and friendly voice. She was around when I first got hired back in 2006 (yup, same company for 4 years...just part time though, so it's not that impressive) and while we didn't really talk much, I'd like to start fresh with her.
Any ideas on how to break the ice? I want to get on her good side, butter her up and eventually make a request to get a telecommuting privilege due to medical reasons. I didn't fully trust the temp generalist who dragged her feet, and it seems my wish for the manager to return will finally come true.
But I want to make a good impression...remain professional of course.
Agreed with Huckleberry--- also-- HR is usually not in the business of showing partiality to people who they are "sweet" with or are friendly with.
In fact (as someone who works in HR-- albeit not a generalist), I tend to even be more close lipped and unhelpful to those I am friends with so that I could never be accused of being partial to my friends.
Since this person is returning, treating them remarkably different than you did before is going to be a huge red flag and will likely have the opposite effect from what you intend. They will know you are just trying to get something out of them.
Let this situation serve as a reminder--always treat people with kindness. Don't treat anyone like they are a glorified secretary, or a mere assistant, or less important because their job is an 'overhead' expense. The word thank you is probably the most powerful word a person can say. Don't be condescending to someone just because they are younger than you--there will always be someone younger than you, just like you will always be younger than someone else.
And people who handle additional duties while someone is on maternity leave deserve extra admiration and respect. It is a miserable job. They don't get paid extra. They don't get a title to reflect their additional responsibilities. They don't even get a thank you from management or anyone else for stepping up. They definitely don't get a thank you from the person who is leaving for a few months. And when that person comes back, they get demoted to their old role as if they had done nothing. These people especially need extra thanks and consideration.
If you treat people with kindness all the time, you don't have to repair relationships later when you need a favor from them.
I don't get it. Generally, your boss decides if you have telecommuting privilege
HR folks just push buttons. They take orders. They don't get to decide. Even if you butter "mommy" up, she's gonna place a call to your boss once you leave the scene and she's got all butter off on Kleenex
I wonder how I should bid her farewell, if at all?
The good news is that our HR manager who is friendlier and wholesome (the all American girl), is returning from maternity leave soon. I can't wait!
There are a few things that seem foggy: Why would you even care to "bid farewell" to someone you can't stand? What are you thinking? Take her to lunch? Buy a cake and gather the co-workers around? You obviusly don't like her so how about doing nothing? She won't even notice anything about you when she leaves.
And what's up the sugar-coating sweetness over the somewhat-familiar-returning HR mom? Sorry, this sounds really phoney and everyone hates the two-faced co-worker.
Also, it isn't clear as to why you're relying on this HR person for telecommuting.
- Favouring any employee is not good HRM practice. If she cottons on that you are trying to butter her up, then it could backfire. Yes, be nice, but don't do it only to receive a reward. Typically, rewards are arranged by managers in consequence from good performance, or recognition for good work.
- If the old HR person was incompetent, is there really your business? Most personnel in a firm have little direct contact with HR professionals, unless they are asking for an employee record (obviously nothing confidential from the HRIS), asking about the current month's pay, filing a grievance procedure, etc.
- If you want telecommuting, then you really should approach your immediate supervisor before going to the HR professional.
- If you want telecommuting, then you really should approach your immediate supervisor before going to the HR professional.
I've already asked my supervisor and she said no. Manager= same answer, several times. In fact he said it's a closed issue and won't discuss it further. Yet others do get the telecommuting privilege and I don't. That's where I was hoping that HR could step in and overrule the bosses' decision. But it would help if I was on the HR rep's good side. No one likes helping their foes.
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