I remember coming across one statement which I felt is so true. It said “Remember that a man’s Name is to him the sweetest and most important sound in any language”.
Yet there are many of us who within minutes of introduction to a person forget their names, worse despite being embarrassed in all such situations, try little to possessing an elephant’s memory. And when it comes to HR folks, this is one tool that is supposed to be congenital.
I have known this very efficient a HR Manager, but he was bad at names, which was his biggest flaw. At the organization where he worked, his department had just one lady owing to the fact of being a manufacturing industry. There were days when she would be called by altogether different names, and everyday a new name would crop. But since she was the only lady, she would figure out it was her who was being summoned. Other colleagues faced the same fate; however they got used to it, since he would signal which subordinate he wanted in his cabin.
However this is one habit that refused to leave his premises even when he interacted with people from the other departments. He would end up coming confused, thinking hard recollecting names and attaching them to faces. It was always like an uphill task against earth’s gravity. There would be moments when large number of workers would turn up to his cabin in the count of 10-15 and every few minutes he would ask their names. And after giving up, one of the subordinates would help prompting the names, or go ahead with the session without mention of names. This adversely affected his reputation, who otherwise meant good work and intention, yet his forgetfulness indicated less attention in the interests of the employee.
Though his forgetfulness dodged areas that required strategic thinking and prompt recollection of information that meant crucial to the Co.’s working. His observations were always very thorough and scientific in approach. Nobody could question his calculations, since they were just very accurately made. However the name recollection wasn’t his cup of tea. He was in fact suggested of trying ways to learn and remember names; however despite accepting the lacuna he worked less in that direction.
The consequence being, his subordinates started resisting from being addressed as somebody they weren’t. As a crude joke the workers would pop their names between conversations and the whole organization knew that this HR Manager could recognize nobody from their names. The general perception grew by manifold that he wasn’t interested in the welfare of the employees, as he paid less attention towards their minutest details. And if he couldn’t remember a name, how could he remember the grievances they faced. How could he stand against the Management for those rights, each person had a different one and each had a name to it?
Yet there are many of us who within minutes of introduction to a person forget their names, worse despite being embarrassed in all such situations, try little to possessing an elephant’s memory. And when it comes to HR folks, this is one tool that is supposed to be congenital.
I have known this very efficient a HR Manager, but he was bad at names, which was his biggest flaw. At the organization where he worked, his department had just one lady owing to the fact of being a manufacturing industry. There were days when she would be called by altogether different names, and everyday a new name would crop. But since she was the only lady, she would figure out it was her who was being summoned. Other colleagues faced the same fate; however they got used to it, since he would signal which subordinate he wanted in his cabin.
However this is one habit that refused to leave his premises even when he interacted with people from the other departments. He would end up coming confused, thinking hard recollecting names and attaching them to faces. It was always like an uphill task against earth’s gravity. There would be moments when large number of workers would turn up to his cabin in the count of 10-15 and every few minutes he would ask their names. And after giving up, one of the subordinates would help prompting the names, or go ahead with the session without mention of names. This adversely affected his reputation, who otherwise meant good work and intention, yet his forgetfulness indicated less attention in the interests of the employee.
Though his forgetfulness dodged areas that required strategic thinking and prompt recollection of information that meant crucial to the Co.’s working. His observations were always very thorough and scientific in approach. Nobody could question his calculations, since they were just very accurately made. However the name recollection wasn’t his cup of tea. He was in fact suggested of trying ways to learn and remember names; however despite accepting the lacuna he worked less in that direction.
The consequence being, his subordinates started resisting from being addressed as somebody they weren’t. As a crude joke the workers would pop their names between conversations and the whole organization knew that this HR Manager could recognize nobody from their names. The general perception grew by manifold that he wasn’t interested in the welfare of the employees, as he paid less attention towards their minutest details. And if he couldn’t remember a name, how could he remember the grievances they faced. How could he stand against the Management for those rights, each person had a different one and each had a name to it?
very true. One would expect an HR person to remember the names of at least those with whom he interacts.
ReplyDeleteYes indeed, and when the ratio of an HR:employee is 1:250 (for manufacturing) either increase the ratio of HR's or take memory boosting pills/classes :)
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