So Employees see HR as Evil !

Often people blame HR for things like low salary increment, poor policies and other employee related matters. This leads to the negative behavior at work and a tough situation for HR to deal with.

Following points can help HR professionals cope up with such problems and form a positive culture:

• Stop being Too Lazy: People do not like HR because they believe that their problems would not be listened to or their requests would not be attended timely.
  
  HR should see people from their point of view: A positive behavior is sparked only when HR puts his toe in others' shoe. If there is a belief among people that HR at least tries to look into their problems, then you will see a reasonable difference in people's attitude.
  
  Similarly, HR needs to form a culture of feedback to employees regarding their performance. Negativity increases when there is a culture of providing shocks to employees. So HR should try to reduce these shocks.
• HR should avoid seeing everyone with one perception: When HR forms a perception which is same for everyone, of course the feeling of distrust for HR comes into existence.
  
  There should not be a practice by HR that everyone should be treated same just because only a few people are exhibiting a specific negative behavior such as Late Arrival or breaching often discipline.
  
  The best solution for this is to keep the expected behaviors well explained to every employee in a form of employee handbook. When such practice is performed, people automatically start believing that HR is neutral.
• Create a culture of employee recognition: Often, HR feels bewildered when the task of creating Employee Recognition system comes. HR says that it's higher management's responsibility to allow HR to introduce such a plan.
  
  This confusion leaves HR with just thinking about how to begin, which takes years in this thought. A simple initiative is just starting a quarterly performance feedback mechanism (like sending a simple sheet to manager asking about employee performance and improvement areas especially). With this feedback, HR can simply write a positive email to such employees thanking them for putting their efforts towards company's success.
  
  This little thing brings a positive vibe in a really very short time.
• Reduce HR Paper work: HR often remains busy in rigorous paper work, which leaves the department with little or no time for employee development.
  
  Automating and Streamlining the paper work can create a reasonable time for HR to form a business partnering relationship with line managers to plan about the development of employees in the organization. So HR should figure out what can be automated such as Payroll, Recruitment, Reports etc.
  
  When employees feel that there is someone in the organization taking their professional development area seriously, positive vibe automatically begins to exist.

To conclude, HR has to create a positive culture by performing activities (as some of them defined above), which in turn will create a positive behavior from employees. Hence, it's all about trust. If they trust that HR is neutral, they will accept even Carrot & Stick rule.