Gerry Duffy
Office Manager/Human Resources
Bowdoin Construction Corp.
Needham Heights, Massachusetts
A quality human resources department begins with basic human kindness. Employees need to feel like they belong and that they are more than a number, a corporate representative on a jobsite or a body seated behind a desk.
We endeavor to understand and empathize with every situation, realizing that we don’t always know what an employee has dealt with before leaving for work or what they may face when they return home—all of which can impact job performance.
With an open door policy, we can better understand each employee as an individual and make the necessary accommodations to see that their needs are met, whether it’s through an Employee Assistance Program or just sitting down for a cup of coffee.
Knowledge also is key as it relates to health care, benefits, personnel issues, transitioning into a new position or onboarding. If we don’t have an answer, we will find it even if it takes all day just so our employees know they are valued.
Charles D. Bates
Director of Human Resources
MEP Holding Company
Edwards Electrical & Mechanical E-solutions
Indianapolis
Knowledge, communication and integrity are the signs of a quality HR leader.
Employees are the most important assets in the company. Having strong knowledge and understanding of human resources and the operational functions of the company shows employees that we are committed to them, their progress and their achievements.
It is vital that HR communicates effectively with employees throughout the organization, from apprentice to the president. They want human resources personnel to be approachable, solid communicators who listen carefully to their questions and concerns, and provide guidance when needed.
Employees want to be treated with dignity and respect. If an investigation was to take place, human resources should patiently listen to both sides of the story, utilize the facts while avoiding hearsay and being discrete. This will build employee trust and help create a better work environment.
Teena Hester
Senior Vice President/Head of People & Culture, Americas
Lendlease
Charlotte, North Carolina
While HR does many things that impact the employee experience and hopefully make them feel valued—such as offering competitive benefits packages, creating a framework for flexible working, and helping drive a culture of diversity and inclusion—helping our managers be better managers is at the top of the list for me.
The people in these leadership roles are the ones employees look to for guidance, support, a pat on the back and to help develop them for whatever they aspire to be. Also, there inevitably are times when business decisions may negatively impact our employees, and it is critical to have the right people in these roles to help employees navigate most effectively.
We have spent a lot of time coaching our managers on what they can do to best meet their employees’ emotional needs. We’ve put together a toolkit of proven techniques that our leaders use to help make their people feel valued and cared for.
