Unless the management creates a feeling of ownership among the workforce towards the company, situations like this will continue to occur. This sense of ownership can be fostered through a highly democratic and human approach. By taking the time to understand the personal challenges faced by staff members, the company can encourage them to proactively address the organization's issues even in the absence of direct supervision.
From India, Thrissur
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From India, Thrissur
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Dear Aparna, I think the employee who have been hired for their role are not responsible for their work that why they have required somebody on their head. Regards, Rajesh Negi
From India, Delhi
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2From India, Delhi
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Dear Aparna,
First of all, collect the month-wise factual data about the quantity of tea manufactured, quality of tea manufactured, number of workers engaged, quantity of tea sent to the market, quantity of tea received from the factory, sales data of each month, along with the complete program schedule of the boss, and submit the same to your boss for analysis. You can politely give your opinion to your boss without any complaints, stating that during his absence, the production is decreasing, and similarly, the sales are also declining.
If you analyze and address this issue in this manner, it will surely be beneficial for your company and the management. The management will understand that deploying HR is not a waste, and it will lead to increased productivity for the organization.
Wishing you all the best.
From India, Kumbakonam
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First of all, collect the month-wise factual data about the quantity of tea manufactured, quality of tea manufactured, number of workers engaged, quantity of tea sent to the market, quantity of tea received from the factory, sales data of each month, along with the complete program schedule of the boss, and submit the same to your boss for analysis. You can politely give your opinion to your boss without any complaints, stating that during his absence, the production is decreasing, and similarly, the sales are also declining.
If you analyze and address this issue in this manner, it will surely be beneficial for your company and the management. The management will understand that deploying HR is not a waste, and it will lead to increased productivity for the organization.
Wishing you all the best.
From India, Kumbakonam
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Hi, Aparna,
As an HR professional, what I believe makes up a good worker is to think of what to do every day that will help your organization to grow. An experienced staff does not need to be told what to do when your boss is going out of the office. You already have a target in your department that you must complete. Bosses should inculcate the habit of sharing these targets with their subordinates so that they are also in line with the department objectives.
I work for a mining company. When I have no work to do, I will think of any HR functions that are not being in operation and suggest that to my boss. She will ask me to do it and present it to her. Later, we discuss it, and we arrive at something that is good for the department.
Alusine
From Sierra Leone
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As an HR professional, what I believe makes up a good worker is to think of what to do every day that will help your organization to grow. An experienced staff does not need to be told what to do when your boss is going out of the office. You already have a target in your department that you must complete. Bosses should inculcate the habit of sharing these targets with their subordinates so that they are also in line with the department objectives.
I work for a mining company. When I have no work to do, I will think of any HR functions that are not being in operation and suggest that to my boss. She will ask me to do it and present it to her. Later, we discuss it, and we arrive at something that is good for the department.
Alusine
From Sierra Leone
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Dear Aparna,
Apart from the contributions made by friends above, let me add a motivational dimension to it. I feel if you compile all the motivational policies, it would boil down to a "Carrot and Stick approach". The employees have developed this kind of attitude because of reinforcement from the management. You need to develop policies and practices that encourage them to work and instill fear if they do not.
Mind it, you need the support of senior management in developing and especially in implementing these policies, otherwise, it may backfire on you. If your company is located in Bengal, please be extra cautious because in Bengal, there is a very strong social structure and relationships that dominate professional structures and relationships.
S. M. Mashuque
Assistant Manager
Hindustan Copper Limited
Kolkata
From India, Calcutta
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Apart from the contributions made by friends above, let me add a motivational dimension to it. I feel if you compile all the motivational policies, it would boil down to a "Carrot and Stick approach". The employees have developed this kind of attitude because of reinforcement from the management. You need to develop policies and practices that encourage them to work and instill fear if they do not.
Mind it, you need the support of senior management in developing and especially in implementing these policies, otherwise, it may backfire on you. If your company is located in Bengal, please be extra cautious because in Bengal, there is a very strong social structure and relationships that dominate professional structures and relationships.
S. M. Mashuque
Assistant Manager
Hindustan Copper Limited
Kolkata
From India, Calcutta
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Dear Aparna,
Try taming the shrew... and in this instant case, it is going to be your boss! Changing the diverse group in the owner-centric and family-driven organization. It's better to sometimes have a frank, confident chat with the boss. Show him the mirror, as it were, (exercise usual care of taking him into confidence). That would be the first primer for the change process - communication with the people being the key. Rest assured, any of the tricks/steps, punitive or otherwise, will not work. Indeed, this could further perpetuate the "environmental degenerate." Try also the One Minute Manager's recipe for quick reward and reprimand. But the broad endemic problem of diffused enablers, control and command structure, perceptual gaps, etc., must first be addressed by tackling the simpler DNA element of progressive change. That is one step at a time.
From India, Delhi
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Try taming the shrew... and in this instant case, it is going to be your boss! Changing the diverse group in the owner-centric and family-driven organization. It's better to sometimes have a frank, confident chat with the boss. Show him the mirror, as it were, (exercise usual care of taking him into confidence). That would be the first primer for the change process - communication with the people being the key. Rest assured, any of the tricks/steps, punitive or otherwise, will not work. Indeed, this could further perpetuate the "environmental degenerate." Try also the One Minute Manager's recipe for quick reward and reprimand. But the broad endemic problem of diffused enablers, control and command structure, perceptual gaps, etc., must first be addressed by tackling the simpler DNA element of progressive change. That is one step at a time.
From India, Delhi
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