(Published May 11, 2009)
While mediating a recent disagreement between my 10-year-old daughter and my 8-year-old son (right before Mother's Day, of all days), it dawned on me that some of the skills I have acquired as a mother also come in handy in HR.
My kids were arguing over whose turn it was to clear the table after dinner. My daughter insisted that it was her brother's turn since she had cleared the dinner dishes several times during the week while he was at baseball practice. He, on the other hand, argued that that wasn't fair since he had cleared off the table the evening before.
Oftentimes, HR is responsible for settling claims of unfairness, just like this one, by employees who feel like they are getting the shorter end of the proverbial stick. The role of mediator comes with the HR (and parenting) territory. Like any HR professional involved in conflict resolution, I gave each of my children the opportunity to voice his/her side of the argument, I helped them find common areas of agreement, and encouraged them to find a peaceful resolution that worked for us all. (My son begrudgingly agreed to clear the table. He couldn't argue with the fact that his sister had helped with the dishes four nights during the week compared to his one.)
Another skill I have acquired as a mother that certainly comes in handy in HR is implementing the family dress code. Many a morning my tween daughter and I have argued over what is appropriate attire to wear to school. Despite the fact that worn or ripped jeans are permitted under the school's dress code, they do not pass muster under my own appearance guidelines.
Like it or not, HR is often called upon to act as the fashion police, making judgment calls as to what is professional and appropriate attire for the workplace under the company's dress code policy. Is a skirt too short? Is a dress too tight? Or is a t-shirt too casual? Whether you're enforcing dress code standards for your children or your employees, the bottom line is the same: Attire must be neat, clean, and appropriate for the workplace/school environment.
Of course, you will often get debated on what is considered appropriate, and you will need to stick to your guns. When you enforce rules, you may get labeled as the "bad guy." You need a thick skin to be in HR and to be a parent.
Let's face it. Human Resources is often seen as the "mother hen" of a company. It may not be what HR wants, but it is the reality for many, so it's no wonder that parenting skills come in handy in HR.
Stacey Ziegler
Editor
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