Hi Anuradha,
In this topic, we have dealt at length with company processes - how they should be and what management and HR can do. I am really happy that so many people have taken the time to share their valuable opinions.
What you are raising are individual issues. I have been lucky to work with bosses whom I respected for their knowledge and decision-making capabilities. I have also been fortunate to work with business heads. Throughout my career, I have never had the opportunity to work under a senior HR professional. All my knowledge is from my hard work or advice from business leaders, so I can't really help if you have a low-quality boss.
But if you start a new thread, many people will reach out to help you.
Thanks,
Geeta
From Korea, Seoul
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15In this topic, we have dealt at length with company processes - how they should be and what management and HR can do. I am really happy that so many people have taken the time to share their valuable opinions.
What you are raising are individual issues. I have been lucky to work with bosses whom I respected for their knowledge and decision-making capabilities. I have also been fortunate to work with business heads. Throughout my career, I have never had the opportunity to work under a senior HR professional. All my knowledge is from my hard work or advice from business leaders, so I can't really help if you have a low-quality boss.
But if you start a new thread, many people will reach out to help you.
Thanks,
Geeta
From Korea, Seoul
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Hi Anuradha!
This is in response to your last post.
I worked for a year after completing my B.Tech. During that time, I faced a situation as I was a fresher at that time.
My boss was very skeptical about assigning tasks to newbies, whereas new joiners are in the same boat as a newlywed bahu; they always look for guidance, support, motivation, and encouragement from their superiors.
However, then I thought if such a situation persisted for long, I would become dull. So, I used to go to my boss and asked him to give me work. I started asking him my doubts and tried to show him my interest in work.
Later, what I realized was my boss wasn't confident at all in his employees. There was only one guy whom he used to trust for work; the rest were fools to him. When I showed him my zeal and interest to learn, he assigned me to work with that guy whom he used to trust.
Thanks to that guy, he developed more confidence in me than my boss, and he started handing over me the work. Subsequently, after five or six months, the branch head recognized my work, and he directly assigned me to work under him on an international project.
Therefore, what I am trying to focus on is that sometimes we have to find our ways to deal with such situations. As you have mentioned the boss lacks confidence, the same was my case. What you do is directly go to him, ask him for the work, show him the enthusiasm and zeal, give new ideas to him regarding work. If you won't share it with your boss, he will never come to know what you are going through.
Go for it, Anuradha! Awaiting your reply!
Happy times to you!
Manpreet Kaur
From India, Chandigarh
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This is in response to your last post.
I worked for a year after completing my B.Tech. During that time, I faced a situation as I was a fresher at that time.
My boss was very skeptical about assigning tasks to newbies, whereas new joiners are in the same boat as a newlywed bahu; they always look for guidance, support, motivation, and encouragement from their superiors.
However, then I thought if such a situation persisted for long, I would become dull. So, I used to go to my boss and asked him to give me work. I started asking him my doubts and tried to show him my interest in work.
Later, what I realized was my boss wasn't confident at all in his employees. There was only one guy whom he used to trust for work; the rest were fools to him. When I showed him my zeal and interest to learn, he assigned me to work with that guy whom he used to trust.
Thanks to that guy, he developed more confidence in me than my boss, and he started handing over me the work. Subsequently, after five or six months, the branch head recognized my work, and he directly assigned me to work under him on an international project.
Therefore, what I am trying to focus on is that sometimes we have to find our ways to deal with such situations. As you have mentioned the boss lacks confidence, the same was my case. What you do is directly go to him, ask him for the work, show him the enthusiasm and zeal, give new ideas to him regarding work. If you won't share it with your boss, he will never come to know what you are going through.
Go for it, Anuradha! Awaiting your reply!
Happy times to you!
Manpreet Kaur
From India, Chandigarh
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Hi everyone,
I would like to discuss an incident that occurred at our small engineering firm. I typically interact with people every day and inform my management about their concerns. However, a few months ago, while I was on leave, one of my employees left and claimed that HR had deceived him by getting him to sign papers without his knowledge.
Upon my return, my management was already informed about the situation. They advised the employee to wait for a few days so we could discuss the matter, but he was unwilling to listen to anyone and decided to leave. Around the same time, I had recruited 10 new employees. When I gathered them and my management to discuss the situation, I found out that they were all aware of the procedures and nothing had been hidden from them.
Despite the management's support throughout, it is disheartening to hear the employee's accusation of HR cheating him.
Thank you.
From India, Bangalore
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I would like to discuss an incident that occurred at our small engineering firm. I typically interact with people every day and inform my management about their concerns. However, a few months ago, while I was on leave, one of my employees left and claimed that HR had deceived him by getting him to sign papers without his knowledge.
Upon my return, my management was already informed about the situation. They advised the employee to wait for a few days so we could discuss the matter, but he was unwilling to listen to anyone and decided to leave. Around the same time, I had recruited 10 new employees. When I gathered them and my management to discuss the situation, I found out that they were all aware of the procedures and nothing had been hidden from them.
Despite the management's support throughout, it is disheartening to hear the employee's accusation of HR cheating him.
Thank you.
From India, Bangalore
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Hello Sir,
My colleagues and I are facing the same problem. We are all too frustrated because of our immediate boss. He is not supporting or guiding us at all. Recognizing good work seems to be beyond him. He only gives us suggestions and is unable to make decisions quickly. It is extremely frustrating as work progresses slowly because of this.
Our other managers are aware of the situation, and sometimes they support us. However, no action has been taken against him even after complaints.
I will soon complete my first year and become confirmed. Despite this, I am considering leaving. Please guide me.
Regards, Shreyas.
From India, Mumbai
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My colleagues and I are facing the same problem. We are all too frustrated because of our immediate boss. He is not supporting or guiding us at all. Recognizing good work seems to be beyond him. He only gives us suggestions and is unable to make decisions quickly. It is extremely frustrating as work progresses slowly because of this.
Our other managers are aware of the situation, and sometimes they support us. However, no action has been taken against him even after complaints.
I will soon complete my first year and become confirmed. Despite this, I am considering leaving. Please guide me.
Regards, Shreyas.
From India, Mumbai
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Nice topic :) I am not an HR professional, but I can cite one incident where the leaders fail to identify the skills of the individuals working in the company. The reason? Lack of proper communication, lack of clarity, and lack of focus.
They follow a method of collecting information about team members from their favorite guys. Now, these guys provide misleading information about others and create an impression that they are the only ones who work hard, while others are just wasting the time and money of the company.
During performance appraisals, none of the other team members were even considered for a raise or promotion because of the wrong picture painted, while the trusted individuals receive a nice hike and/or promotion. As a result, other members become demotivated and start leaving the company. After around 50 - 60 resignations, one of the management team members says they still don't understand what went wrong :D.
So, what went wrong here? :D
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They follow a method of collecting information about team members from their favorite guys. Now, these guys provide misleading information about others and create an impression that they are the only ones who work hard, while others are just wasting the time and money of the company.
During performance appraisals, none of the other team members were even considered for a raise or promotion because of the wrong picture painted, while the trusted individuals receive a nice hike and/or promotion. As a result, other members become demotivated and start leaving the company. After around 50 - 60 resignations, one of the management team members says they still don't understand what went wrong :D.
So, what went wrong here? :D
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Hi,
"What to do when employees start acting weird and showing signs of unhappiness?"
Very good article!! Can you please let me know the other practical approaches to address these issues, which are very common in professional life.
Thanks,
Latha
From India, Bangalore
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"What to do when employees start acting weird and showing signs of unhappiness?"
Very good article!! Can you please let me know the other practical approaches to address these issues, which are very common in professional life.
Thanks,
Latha
From India, Bangalore
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Yes,
This is very true and possible in any company to happen. A company is best managed when it follows an open-door policy - means anyone can approach any senior at a mutually agreed and accepted time. It does not follow hierarchy very strictly. Though employees must follow the process of escalation as expected, if an employee feels that his grievances can be addressed by a particular senior, then he must have access to that senior after exhausting all escalation channels. Also, if the key people maintain transparency in their decisions/relationships with all concerned, keep their eyes and ears open, then they can observe a lot of relational dynamics happening around.
A senior, instead of enjoying one employee backbiting another senior in front of him, tries to justify his actions. Then office politics can be minimized. He may check out and pass the feedback to the other senior at a later time, but in front of junior employees, all senior employees must maintain a professional dignity.
It depends a lot on core people to what extent they can inculcate transparency in the company culture.
From Korea, Seoul
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This is very true and possible in any company to happen. A company is best managed when it follows an open-door policy - means anyone can approach any senior at a mutually agreed and accepted time. It does not follow hierarchy very strictly. Though employees must follow the process of escalation as expected, if an employee feels that his grievances can be addressed by a particular senior, then he must have access to that senior after exhausting all escalation channels. Also, if the key people maintain transparency in their decisions/relationships with all concerned, keep their eyes and ears open, then they can observe a lot of relational dynamics happening around.
A senior, instead of enjoying one employee backbiting another senior in front of him, tries to justify his actions. Then office politics can be minimized. He may check out and pass the feedback to the other senior at a later time, but in front of junior employees, all senior employees must maintain a professional dignity.
It depends a lot on core people to what extent they can inculcate transparency in the company culture.
From Korea, Seoul
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Yes, this is very true and possible in any company to happen. A company is best managed when it follows an open-door policy - meaning anyone can approach any senior at a mutually agreed and accepted time. It does not strictly follow hierarchy. Though employees must follow the process of escalation as expected, if an employee feels that his grievances can be addressed by a particular senior, then he must have access to that senior after exhausting all escalation channels. Also, if the key people maintain transparency in their decisions/relationships with all concerned, keep their eyes and ears open, they can observe a lot of relational dynamics happening around.
A senior, instead of enjoying one employee backbiting another senior in front of him, tries to justify his actions; then office politics can be minimized. He may check out and pass the feedback to the other senior at a later time, but in front of junior employees, all senior employees must maintain a professional dignity. It depends a lot on core people to what extent they can inculcate transparency in the company culture.
That's true, but how can the senior identify if one employee is backbiting another if there is no proper method to validate the feedback? What will be the outcome of a decision made on false information? There are times when the HR department doesn't come into the picture at all. The end result will be a demotivated employee. So, I think it's not just about communication; it's all about "proper communication." The best part comes when the employee loses belief in management and loses his focus. 😄
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A senior, instead of enjoying one employee backbiting another senior in front of him, tries to justify his actions; then office politics can be minimized. He may check out and pass the feedback to the other senior at a later time, but in front of junior employees, all senior employees must maintain a professional dignity. It depends a lot on core people to what extent they can inculcate transparency in the company culture.
That's true, but how can the senior identify if one employee is backbiting another if there is no proper method to validate the feedback? What will be the outcome of a decision made on false information? There are times when the HR department doesn't come into the picture at all. The end result will be a demotivated employee. So, I think it's not just about communication; it's all about "proper communication." The best part comes when the employee loses belief in management and loses his focus. 😄
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Very nice posting. These traits/signs mentioned here can be situational, arising from situations like work, salary, environment, boss, or any other reason.
The other part of the story is that these traits/signs could be a permanent quality of some employees irrespective of the situation around, and these employees can work as a drain of resources. They can be termed as 'Difficult employees.'
I also have written a blog on this, named 'Are you the proverbial difficult employee.' You can search for it on citehr.
You can also read it at <link outdated-removed> (Search On Cite | Search On Google)
Please give your views :):)
Regards,
Sanjay
From India, Delhi
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The other part of the story is that these traits/signs could be a permanent quality of some employees irrespective of the situation around, and these employees can work as a drain of resources. They can be termed as 'Difficult employees.'
I also have written a blog on this, named 'Are you the proverbial difficult employee.' You can search for it on citehr.
You can also read it at <link outdated-removed> (Search On Cite | Search On Google)
Please give your views :):)
Regards,
Sanjay
From India, Delhi
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Hi,
I would like to share my viewpoint on this issue. It is very apparent that these days we have unsatisfied employees, and most of the employees leave the job not because they dislike the job but because they cannot tolerate their boss.
It is the most common human tendency to yearn for importance and recognition. When people are spending a huge chunk of time at the office, why don't we create an environment where they feel important and recognized for their efforts? It's not a big task for an efficient manager; he/she can very well make the employees feel important by their dealings, and the best part is "listening." You cannot give a better gift to an employee than listening to them.
Regards,
Shubha S. Varier
From India, Gurgaon
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I would like to share my viewpoint on this issue. It is very apparent that these days we have unsatisfied employees, and most of the employees leave the job not because they dislike the job but because they cannot tolerate their boss.
It is the most common human tendency to yearn for importance and recognition. When people are spending a huge chunk of time at the office, why don't we create an environment where they feel important and recognized for their efforts? It's not a big task for an efficient manager; he/she can very well make the employees feel important by their dealings, and the best part is "listening." You cannot give a better gift to an employee than listening to them.
Regards,
Shubha S. Varier
From India, Gurgaon
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