Dear Seniors,
I am working in a very small company with a staff of 40 people, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization. Previously, there was no HR, and the system is really spoiled. I joined here in September and implemented policies, procedures, an attendance system, and time management system.
Since these employees have never followed any rules and know that our MD will not dismiss them under any circumstances, they are all harassing me in various ways. While this situation is not affecting me significantly, I am still not comfortable working here.
What should I do in such a case, and how should I handle them?
Awaiting your response.
Regards,
Amee
From India, Mumbai
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1I am working in a very small company with a staff of 40 people, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization. Previously, there was no HR, and the system is really spoiled. I joined here in September and implemented policies, procedures, an attendance system, and time management system.
Since these employees have never followed any rules and know that our MD will not dismiss them under any circumstances, they are all harassing me in various ways. While this situation is not affecting me significantly, I am still not comfortable working here.
What should I do in such a case, and how should I handle them?
Awaiting your response.
Regards,
Amee
From India, Mumbai
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[QUOTE=VINSAGAR;976826]Dear Ameevaishnav,
Please first tell me, what type of policies have you implemented for employees?
What a demotivating statement. We create policies for employees, not against them. May I offer a candid opinion, Mr. Amee? Consider leaving. It will be a significant challenge for you to align these loyal liabilities. Seek out a better opportunity.
From India, Mumbai
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Please first tell me, what type of policies have you implemented for employees?
What a demotivating statement. We create policies for employees, not against them. May I offer a candid opinion, Mr. Amee? Consider leaving. It will be a significant challenge for you to align these loyal liabilities. Seek out a better opportunity.
From India, Mumbai
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Now is the time to prove yourself as a real HR professional. Quitting the job is not advisable. Ultimately, "HR" is tasked with handling human-related issues. Try to explain the policies as benefits to the employees and the organization, whether they are for the long run. However, if you lose hope, you cannot survive; you may face the same problems even in another company.
Amee, you are appointed to oversee such issues; you should demonstrate your value to the management. All the best!
Regards,
Nirmal Anand
From India, Hyderabad
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Amee, you are appointed to oversee such issues; you should demonstrate your value to the management. All the best!
Regards,
Nirmal Anand
From India, Hyderabad
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Keep in mind,there are rare opportunities for HR in the Market, so try to retain with the company.take care. Regards, Nirmal Anand
From India, Hyderabad
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From India, Hyderabad
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I agree with Mr. Nirmal Anand. A few months ago, I was in the same position, but gradually I gained the confidence of management and employees. I am still not at 100%, but there is a lot of difference. So, never lose hope, talk with employees. It will take time, but you will definitely be able to make your position in the organization.
Regards,
Jasmeet
From India, Ludhiana
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Regards,
Jasmeet
From India, Ludhiana
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Dear Amee,
I was also at the same place. Even I had joined a new company in September 2009, and we have mostly old staff. All the policies that I had made were disapproved as I took help from senior members who were running the company according to them. Then I approached the Director for each and every small thing and took approval on paper.
Now I don't have any problem. I have started ID card issuance, prepared an Employee Handbook, and changed many policies as well. I would suggest you take approval from your reporting boss and handle the matter. Intelligence is to be shown in the correct way and at the right time. If you do it, no one can stop you from introducing correct policies.
Also, tell me what type of harassment you are facing?
Thank you.
From India, Mumbai
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I was also at the same place. Even I had joined a new company in September 2009, and we have mostly old staff. All the policies that I had made were disapproved as I took help from senior members who were running the company according to them. Then I approached the Director for each and every small thing and took approval on paper.
Now I don't have any problem. I have started ID card issuance, prepared an Employee Handbook, and changed many policies as well. I would suggest you take approval from your reporting boss and handle the matter. Intelligence is to be shown in the correct way and at the right time. If you do it, no one can stop you from introducing correct policies.
Also, tell me what type of harassment you are facing?
Thank you.
From India, Mumbai
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Amee,
IT feels demotivated and suppressed when employees are against you. One question to ask yourself is if there is harassment that you are facing or just plain resistance to change. Understand their point of view as well; for many years, they had the upper hand, and now you are teaching a spoiled child to behave :). So, they are going to crib, shout, pressurize, etc. On the other hand, you want them to work and work with full productivity, so you need their cooperation.
1. Involve line managers in policy building.
2. Take senior management into confidence for every policy you make. If they are committed to change, then you can take it forward; otherwise, a one-man show won't work.
3. Start with less contradicting acts or procedures and policies.
4. Involve with employees, talk to them on an everyday basis, create rapport with them, know what really can help them? Implement that first.
5. Prove through your actions that you care for them and their jobs to work better.
6. Present policies making line manager or supervisor through their point of view as to how easy it will be for them if you have a manual to give to new people.
Remember, it's not about you or the work you are doing; it's human nature, and it takes time to expect and absorb new things and changes. You will have to keep your patience high.
I won't say you won't get a good job, etc. I feel God has given you the best opportunity to grow as a human being, cross your boundaries, and learn new skills. So take up the challenge. You will be so happy and fulfilled once things settle a bit, and after all, what is a company without people; so they are your people, understand, comfort them that it's not for sucking more work from them; it's for a better company and growth. I wish you all the best.
Do update us on how it is going, what is working for you and your company.
Cheers!!!
From India, Mumbai
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IT feels demotivated and suppressed when employees are against you. One question to ask yourself is if there is harassment that you are facing or just plain resistance to change. Understand their point of view as well; for many years, they had the upper hand, and now you are teaching a spoiled child to behave :). So, they are going to crib, shout, pressurize, etc. On the other hand, you want them to work and work with full productivity, so you need their cooperation.
1. Involve line managers in policy building.
2. Take senior management into confidence for every policy you make. If they are committed to change, then you can take it forward; otherwise, a one-man show won't work.
3. Start with less contradicting acts or procedures and policies.
4. Involve with employees, talk to them on an everyday basis, create rapport with them, know what really can help them? Implement that first.
5. Prove through your actions that you care for them and their jobs to work better.
6. Present policies making line manager or supervisor through their point of view as to how easy it will be for them if you have a manual to give to new people.
Remember, it's not about you or the work you are doing; it's human nature, and it takes time to expect and absorb new things and changes. You will have to keep your patience high.
I won't say you won't get a good job, etc. I feel God has given you the best opportunity to grow as a human being, cross your boundaries, and learn new skills. So take up the challenge. You will be so happy and fulfilled once things settle a bit, and after all, what is a company without people; so they are your people, understand, comfort them that it's not for sucking more work from them; it's for a better company and growth. I wish you all the best.
Do update us on how it is going, what is working for you and your company.
Cheers!!!
From India, Mumbai
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Dear Amee,
First, take your MD into confidence and make him understand the positive aspects of the policies you have prepared. If the situation remains the same, then take more assertive action where your importance is not compromised. I am a Manager in HR and have been working for the same company as yours for the past 4 years. I have been in a similar situation to yours when I was just an AM, with no one above me except the directors. In that instance, I took assertive action. I requested a labor officer to visit and conduct an audit. Through this, they realized the significance of HR and the necessity of working within established policies.
All the best.
From India, Bhopal
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First, take your MD into confidence and make him understand the positive aspects of the policies you have prepared. If the situation remains the same, then take more assertive action where your importance is not compromised. I am a Manager in HR and have been working for the same company as yours for the past 4 years. I have been in a similar situation to yours when I was just an AM, with no one above me except the directors. In that instance, I took assertive action. I requested a labor officer to visit and conduct an audit. Through this, they realized the significance of HR and the necessity of working within established policies.
All the best.
From India, Bhopal
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These are the common problems when OD or change management takes place. One common thing to do is to formalize all your policies through a reporting system. When these numbers are reflected to the management, they will automatically react as they would have no choice. Another suggestion would be to implement certifications like ISO; then the members would again have no choice. Do not confront them directly; instead, let them take the lead.
From India, New Delhi
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From India, New Delhi
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Please communicate through emails by putting your boss in the cc. The second point is, in case anyone is not following, also put them in the main and cc your boss and their boss. Be strong. Maturity may not come for a few people even if their hair turns grey. Please remember - even though everyone, including the MD of the company, may have an ego, being HR, we should not have it. Just like in your house, even if you make many mistakes or shout at your mother, she will still love you the same way. Similarly, HR should play a maternal role in any organization. Cheer up, buddy. Feel proud that you have the privilege of excusing many people in the earlier stages of your career. For further clarifications, you may always write to me if you feel like sharing anything on the same.
From India, Hyderabad
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From India, Hyderabad
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Dear Amee,
I agree with Nirmal, Amit, Vishal, and Ulka. These things are actually common, and being an HR, your role is to implement these policies and make the employees understand these policies and procedures. Yes, it takes time to make them understand and convince them, but at the end, you'll feel satisfied once you do it... that'll be your success as a real HR.
Regards,
Savita
From India, Hyderabad
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I agree with Nirmal, Amit, Vishal, and Ulka. These things are actually common, and being an HR, your role is to implement these policies and make the employees understand these policies and procedures. Yes, it takes time to make them understand and convince them, but at the end, you'll feel satisfied once you do it... that'll be your success as a real HR.
Regards,
Savita
From India, Hyderabad
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I was in the same position, facing the very same problems at my last job where I served for almost two and a half years. I agree it's really very frustrating if you are working for the people and they do not accept you for executing an administration at an age half than theirs.
What I would suggest is to always bring your boss into confidence first. Next, you should conduct meetings in various departments and explain your objectives. You can ask the staff members that their positive and useful feedback on the subject of any organizational policy will always be welcomed. You should not fight about the existence of your department; rather, you should show your empathy towards them and deal with them. Believe me, you will learn a lot this way about various behaviors, politics, and dealing with people. All the best.
From Pakistan, Islamabad
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What I would suggest is to always bring your boss into confidence first. Next, you should conduct meetings in various departments and explain your objectives. You can ask the staff members that their positive and useful feedback on the subject of any organizational policy will always be welcomed. You should not fight about the existence of your department; rather, you should show your empathy towards them and deal with them. Believe me, you will learn a lot this way about various behaviors, politics, and dealing with people. All the best.
From Pakistan, Islamabad
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Hi Amee,
This may be the case that they are not following any new rule introduced by you. Perhaps they don't understand the need for this change as things were previously running smoothly, and they believe it should remain the same.
By engaging them in activities that pique their interest in following new procedures, you can capture their attention and gradually introduce other HR policies that will eventually be accepted. Change often meets resistance, so it should be implemented gradually.
Asha
Executive HR
From India, Indore
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This may be the case that they are not following any new rule introduced by you. Perhaps they don't understand the need for this change as things were previously running smoothly, and they believe it should remain the same.
By engaging them in activities that pique their interest in following new procedures, you can capture their attention and gradually introduce other HR policies that will eventually be accepted. Change often meets resistance, so it should be implemented gradually.
Asha
Executive HR
From India, Indore
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Hey Amee,
I agree with Amit, Vishal, and Ulka. I think it's the best time to test your potential and abilities as an HR. Just stay in there and see that when you are strict about the employees following the policies, make sure you also consider the management and employees in it!!
All the best, dear! :)
From India, Mumbai
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I agree with Amit, Vishal, and Ulka. I think it's the best time to test your potential and abilities as an HR. Just stay in there and see that when you are strict about the employees following the policies, make sure you also consider the management and employees in it!!
All the best, dear! :)
From India, Mumbai
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Dear Amee,
HR - Management (M) is an art where we need to learn the quality of managing men tactfully. Please do not get demotivated. This is a common issue because people do not welcome change in a healthy way. Speak to your boss and ask him to counsel the employees that the new policies are implemented for their benefits. I am sure it will work.
Regards,
R
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HR - Management (M) is an art where we need to learn the quality of managing men tactfully. Please do not get demotivated. This is a common issue because people do not welcome change in a healthy way. Speak to your boss and ask him to counsel the employees that the new policies are implemented for their benefits. I am sure it will work.
Regards,
R
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I have come across many companies are like this. though the policies are there, they dont want to follow the same. based on the bosses only they will run the organisations.
From India, Hyderabad
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From India, Hyderabad
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Dear Amee,
It is very embarrassing. Don't give up. At first, take your MD into your confidence and implement some team-building activities among your staff. If this technique is not suitable for you, considering your small staff, organize a picnic to bring them together.
Arrange for external facilitators to conduct games focusing on team building and interpersonal relations. This plays a vital role in fostering a positive work environment. Ask the facilitators to discuss HR practices in other companies within similar industries.
I believe this approach will be beneficial for you. If some employees are resistant to change, my advice is to gradually recruit new staff and replace them one by one with the approval of your MD.
Regards,
JK
From India, Madras
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It is very embarrassing. Don't give up. At first, take your MD into your confidence and implement some team-building activities among your staff. If this technique is not suitable for you, considering your small staff, organize a picnic to bring them together.
Arrange for external facilitators to conduct games focusing on team building and interpersonal relations. This plays a vital role in fostering a positive work environment. Ask the facilitators to discuss HR practices in other companies within similar industries.
I believe this approach will be beneficial for you. If some employees are resistant to change, my advice is to gradually recruit new staff and replace them one by one with the approval of your MD.
Regards,
JK
From India, Madras
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This is somewhere I feel the HR job is very challenging. I think if we have to do typical activities in HR, then what's the difference in HR and admin. An admin can do those activities very well.
Kindly keep the four "C" of HR in mind.
1. Competent - HR should be competent enough to make the right decisions and convince people of its benefits.
2. Caring for others - Don't forget that employees are our customers; we have to serve them in a better way so they can put in their best efforts, and they don't get worried about things other than their work at the place.
3. Courageous - We should be courageous. If policies are laid down, we have to implement them with full force. Sometimes we have to set examples so that others would never try that in the future. It can only be done with the help of management, so first, we should convince management of that.
Here, don't forget that "policies should not be too rigid to override and too flexible to create a mess."
Rules are laid down to handle the situations by and large, but we cannot treat every person in the same way, so rules can be overridden.
4. Curious - HR should be curious to know new things and ways to improve work situations. Though there are standard policies to work in a particular segment, putting something new to encourage employees is not bad unless it harms the business.
Hope it will help you.
Best regards,
From India, New Delhi
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Kindly keep the four "C" of HR in mind.
1. Competent - HR should be competent enough to make the right decisions and convince people of its benefits.
2. Caring for others - Don't forget that employees are our customers; we have to serve them in a better way so they can put in their best efforts, and they don't get worried about things other than their work at the place.
3. Courageous - We should be courageous. If policies are laid down, we have to implement them with full force. Sometimes we have to set examples so that others would never try that in the future. It can only be done with the help of management, so first, we should convince management of that.
Here, don't forget that "policies should not be too rigid to override and too flexible to create a mess."
Rules are laid down to handle the situations by and large, but we cannot treat every person in the same way, so rules can be overridden.
4. Curious - HR should be curious to know new things and ways to improve work situations. Though there are standard policies to work in a particular segment, putting something new to encourage employees is not bad unless it harms the business.
Hope it will help you.
Best regards,
From India, New Delhi
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Dear Seniors,
I am also facing the similar issue.
I am working in a very small company having a staff of 25 people here, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization, and most of them are Gujarati. Most of the relatives, friends, and very close to directors, even a small discussion becomes an issue here, and then my chair is in danger. It's a broking house.
There was no HR earlier, and the system is really spoiled. I have joined here in September and made policies, procedures, attendance, and time management systems, etc.
As these employees have never followed any rule and are aware that our MD will not throw them out in any case, they are all harassing me in different ways.
This is not affecting me much, and this is really making things difficult.
As both my Directors are just opposite – father is good at planning things, and son is just good at executing... But both don't agree to one decision made.
What shall I do in such a case and how to handle them?
Awaiting response.
Regards,
Lekha
From India, Mumbai
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I am also facing the similar issue.
I am working in a very small company having a staff of 25 people here, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization, and most of them are Gujarati. Most of the relatives, friends, and very close to directors, even a small discussion becomes an issue here, and then my chair is in danger. It's a broking house.
There was no HR earlier, and the system is really spoiled. I have joined here in September and made policies, procedures, attendance, and time management systems, etc.
As these employees have never followed any rule and are aware that our MD will not throw them out in any case, they are all harassing me in different ways.
This is not affecting me much, and this is really making things difficult.
As both my Directors are just opposite – father is good at planning things, and son is just good at executing... But both don't agree to one decision made.
What shall I do in such a case and how to handle them?
Awaiting response.
Regards,
Lekha
From India, Mumbai
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Dear Amee,
You should first measure the abilities/capabilities and duties/responsibilities of each employee in their current position, as HR policies are always designed according to positions. Treating individuals in finance, sales, administration, or supervisory roles in the same manner does not make sense, as each role comes with its own set of duties and responsibilities. It is important to ensure that your policies do not negatively impact any individual.
Sanjeev
From India, Delhi
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You should first measure the abilities/capabilities and duties/responsibilities of each employee in their current position, as HR policies are always designed according to positions. Treating individuals in finance, sales, administration, or supervisory roles in the same manner does not make sense, as each role comes with its own set of duties and responsibilities. It is important to ensure that your policies do not negatively impact any individual.
Sanjeev
From India, Delhi
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Dear Amee,
In this situation, seek help from your Managing Director (MD) and a senior person in the company to explain the HR matters you are facing problems with. Discuss all policy matters with the MD and then proceed with implementation.
Regards,
PM
From India, Bangalore
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In this situation, seek help from your Managing Director (MD) and a senior person in the company to explain the HR matters you are facing problems with. Discuss all policy matters with the MD and then proceed with implementation.
Regards,
PM
From India, Bangalore
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Hi,
Thank you for all the suggestions. Even I am facing the same problem. I was appointed as the HR over here, but all they are doing is giving me orders to hire people without having any job portal. It's really a tough task for me. They are planning to expand as a placement agency, and I have to take contracts from the companies. Am I doing HR work or some BDM work? Moreover, I have not been involved in any policy-making meetings. I want to learn more and more, but how can I if I am not getting enough time to concentrate on HR issues? Whatever I get is from this site only.
Please help me.
Regards,
Bhanu
From India, Ludhiana
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Thank you for all the suggestions. Even I am facing the same problem. I was appointed as the HR over here, but all they are doing is giving me orders to hire people without having any job portal. It's really a tough task for me. They are planning to expand as a placement agency, and I have to take contracts from the companies. Am I doing HR work or some BDM work? Moreover, I have not been involved in any policy-making meetings. I want to learn more and more, but how can I if I am not getting enough time to concentrate on HR issues? Whatever I get is from this site only.
Please help me.
Regards,
Bhanu
From India, Ludhiana
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Dear Friend,
Whenever you want to introduce a new system, you have to gain the confidence of each H.O.D. and the management, convince them, and get a positive signal from them. Assign responsibilities accordingly to implement the system. Identify the weaknesses that are causing you harassment and turn them into your strengths whenever required.
Thanks,
Rakesh
From India, Thanjavur
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Whenever you want to introduce a new system, you have to gain the confidence of each H.O.D. and the management, convince them, and get a positive signal from them. Assign responsibilities accordingly to implement the system. Identify the weaknesses that are causing you harassment and turn them into your strengths whenever required.
Thanks,
Rakesh
From India, Thanjavur
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Dear All,
I agree to what you have suggested. But here, people are so stubborn that they don't want to listen to anything that has been implemented. They taunt me; some people are nice to my face but speak ill about me and support others who are against me. This cheap thinking and behavior need to change.
As far as management is concerned, I am not getting full support for what I need to do. I have implemented deductions for late coming after asking employees to arrive on time. However, now I am facing resistance from management regarding Saturday working hours up to 3 PM, as per the official 48 working hours per week. They are not approving this change.
Employees here seem to think that I am working to impress management and not for their benefit. They feel their prospects are not being considered. What should I do in such a case? I need your advice.
Amee.
From India, Mumbai
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I agree to what you have suggested. But here, people are so stubborn that they don't want to listen to anything that has been implemented. They taunt me; some people are nice to my face but speak ill about me and support others who are against me. This cheap thinking and behavior need to change.
As far as management is concerned, I am not getting full support for what I need to do. I have implemented deductions for late coming after asking employees to arrive on time. However, now I am facing resistance from management regarding Saturday working hours up to 3 PM, as per the official 48 working hours per week. They are not approving this change.
Employees here seem to think that I am working to impress management and not for their benefit. They feel their prospects are not being considered. What should I do in such a case? I need your advice.
Amee.
From India, Mumbai
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Hi, I am Rajat. There is no need to panic. Take it easy because they are employees. If they would not do such things, how would you get a chance to prove yourselves? It's not everyone who can reach the top management level. So, just relax. If required, make your policies and procedures flexible for them. See if they are enjoying it or not. Also, check their attitude towards work. Those who are not working properly, give them more work. Reward the person who is fulfilling his responsibilities accordingly. Measure performance every day and give them the best you can. The most important thing is to do this with a sense of betterment of the employees and a positive state of mind. You will get the required results. All the very best.
Regards, Rajat
From India, Chandigarh
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Regards, Rajat
From India, Chandigarh
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Please take your MD into confidence. I believe you have made HR policies after discussing with your MD. Try to relate yourself with all your staff members through regular communication and do not thrust anything onto them for quick results suiting your job responsibilities.
From India, Mumbai
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From India, Mumbai
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Looool. Like we always do. Okay, they work without HR for 10 years, why the hell they need one???
From Ukraine, Kiev
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From Ukraine, Kiev
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Sorry to say, if you are the only person in your department, there is nothing immediate you could do unless you have the trust of the company owner. Just try to stick around and not push rules immediately. Keep on looking at your options.
From India, Delhi
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From India, Delhi
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Handbook on Sexual Harassment of Women at Workplace.pdf