For HR professionals, making friends at work can be fraught with complexity, which is why it might be prudent to avoid happy hours after work and play it safe by keeping to yourself.
For HR professionals, making friends at work can be fraught with complexity, which is why it might be prudent to avoid happy hours after work and play it safe by keeping to yourself. After all, it can be hard to enjoy a drink with a colleague whose performance is under review or who is part of an ongoing HR investigation.
Toronto Training and HR Inc founder Timothy Holden says when HR get too close to some staff they court allegations of discrimination and favouritism. Where harsh decisions – such as lay-offs – have had to be made, he has seen how personal friendships forged between the HR professional and the affected staff have precluded employers from acting unfairly.
Clearly it’s harder for HR to discipline staff if they are friends and have personal knowledge of them, but, it can also be difficult for HR professionals to tread the fine line between collegiality and professionalism.
Another issue that can arise is perceived favouritism. If other staff feel they are being treated less favourably than those who are friendly with HR, it can have a negative impact on the work atmosphere.
“Teamwork may become more difficult, grievances may be generated and bad behaviour may become the norm,” says Holden. “This could impact on absenteeism, staff turnover rates and customer service.”
Mitigate the risks:
