HI All,
Could some one clear me the difference between delegating and dumping..
i hear many complaints from the employees that the reporting head (PL/ PM) are rude to them, shout at times, dump frustration.
Iam trying to understand if there is any better way of dealing with the subordinates to get the work done with in specified time, why cant one give instructions, instead giving orders.
i have only been counselling employees about work pressure, tasks, and trying to acknowledge them with some surprises like taking them for a movie/ giving them lunch parties.
Senior staff are here when the company was born, they might not like being counselled, how do you think i should convey the grievance of employees to them.
From India, Hyderabad
42Could some one clear me the difference between delegating and dumping..
i hear many complaints from the employees that the reporting head (PL/ PM) are rude to them, shout at times, dump frustration.
Iam trying to understand if there is any better way of dealing with the subordinates to get the work done with in specified time, why cant one give instructions, instead giving orders.
i have only been counselling employees about work pressure, tasks, and trying to acknowledge them with some surprises like taking them for a movie/ giving them lunch parties.
Senior staff are here when the company was born, they might not like being counselled, how do you think i should convey the grievance of employees to them.
From India, Hyderabad
Hi Sari,
Always you have these kind of problem between the Manager and suboridnate.
Cause for these kind of Problem may be:
1.Miscommuncation between the manager and subordinate
2.Not clear of the goal
3.Manager is not capable to handle the team
4.Subordinate not reward or regonised properly.
This issue can be resolved
1. Set the goals and put in paper.
2. Communicate clearly what is wanted from the Subordinate.
3. Reward the Team wholly inculding the Manager when the work is done and spread it across the Company.
4.Send the Manager for Training
5. HR should discuss with the Manager about the team problems.
6. Have periodical meeting for not more than half-hour to disscuss the project problem and progress
7.cultivate team sprite
When the work and Time frame is set clearly and communicated properly there is no dumping of work.
From India, Varkkallai
Always you have these kind of problem between the Manager and suboridnate.
Cause for these kind of Problem may be:
1.Miscommuncation between the manager and subordinate
2.Not clear of the goal
3.Manager is not capable to handle the team
4.Subordinate not reward or regonised properly.
This issue can be resolved
1. Set the goals and put in paper.
2. Communicate clearly what is wanted from the Subordinate.
3. Reward the Team wholly inculding the Manager when the work is done and spread it across the Company.
4.Send the Manager for Training
5. HR should discuss with the Manager about the team problems.
6. Have periodical meeting for not more than half-hour to disscuss the project problem and progress
7.cultivate team sprite
When the work and Time frame is set clearly and communicated properly there is no dumping of work.
From India, Varkkallai
Thanks ksk and sangeeth for your comments on this...having a policy in the handbook is not able to change the attitude of the seniors, inspite of bringing this to the notice of my higher management not much has been done so far, as they feel seniors are here from quite sometime, cannot confront them, as we donot have alternative resource not able to handle the senior staff's attitude towards their subordinates, they donot have proper resource planning, they are poor in time mangement, though tried various ways to train them, not much seemed fruitful.....
From India, Hyderabad
From India, Hyderabad
Hi Sari,
Try swaping the role once a month at least! Sometimes words fails or fall on deaf ears, but certain actions can make a breakthru.
Another try cab be all should assemble & every one will tell what they have done first time in that month/ week OR anything new they have learnt / notice outside work.
regards,
Janavi
From India, Pune
Try swaping the role once a month at least! Sometimes words fails or fall on deaf ears, but certain actions can make a breakthru.
Another try cab be all should assemble & every one will tell what they have done first time in that month/ week OR anything new they have learnt / notice outside work.
regards,
Janavi
From India, Pune
Thanks again dear friends for your valuable time and suggestions..
swapping may not be possible with the limited projects and resources, positions are getting stagnated..and the environment is getting affected, due to which whole system is getting polluted....do you think firing them would suffice the issue by any chance.....
From India, Hyderabad
swapping may not be possible with the limited projects and resources, positions are getting stagnated..and the environment is getting affected, due to which whole system is getting polluted....do you think firing them would suffice the issue by any chance.....
From India, Hyderabad
Hi Sari,
How are you doing?
The solution is quite simple, You dont have to go for counselling the senior employees as that never works, the ego always comes into picture.
Please issue a format to all the employees also make it mandatory to respond even if it is with a no comment, It can be adopted as a company policy, where a list of all the employees are mentioned
Sr. No Name Pro Con Department
1. a
2. b
etc..
and make two columns term it as pro or con.....ask every employee to comment on the rest of the people. Seniors as well as Juniors also make a policy that this document will be available only to the HR manager or someone responsible. Then forward a letter to each employee citing his pros and cons without mentioning the name of the person who has commented. This procedure can be repeated every two months. Also the same can be used during appraisal.
The above can be limited to department.
I believe the above solution should work.
The HR here will have to do a bit or work. Analysing each document, you can also opt for a web based forum so that it can be analysed with ease.
The above will never hurt anyones ego..name it as a improvement process to make your company a better place to work for everybody. I still am not able to comprehend how this can go wrong. In case any comments do provide.
Regards,
AJ
From India, Thana
How are you doing?
The solution is quite simple, You dont have to go for counselling the senior employees as that never works, the ego always comes into picture.
Please issue a format to all the employees also make it mandatory to respond even if it is with a no comment, It can be adopted as a company policy, where a list of all the employees are mentioned
Sr. No Name Pro Con Department
1. a
2. b
etc..
and make two columns term it as pro or con.....ask every employee to comment on the rest of the people. Seniors as well as Juniors also make a policy that this document will be available only to the HR manager or someone responsible. Then forward a letter to each employee citing his pros and cons without mentioning the name of the person who has commented. This procedure can be repeated every two months. Also the same can be used during appraisal.
The above can be limited to department.
I believe the above solution should work.
The HR here will have to do a bit or work. Analysing each document, you can also opt for a web based forum so that it can be analysed with ease.
The above will never hurt anyones ego..name it as a improvement process to make your company a better place to work for everybody. I still am not able to comprehend how this can go wrong. In case any comments do provide.
Regards,
AJ
From India, Thana
Dear friend AJ,
greetings!
Thank you so much for your valuable inputs..
Ours is a small firm with 70 employees, out of which 25 are from someother dept, and 5 from admin, 3 from sales, 3 from supporting team, and the rest is the dept which has complaints against their senior staff 2PMs, 2PLs each team has 10-12 employees underthem. I have conducted a survey, to make it anonymous and express their concerns, not many came forward as they were worried that the seniors would point them out..though few could write clearly stating their issues, seniors only ignored infact after that survey (within 3months) 7 people have put down their papers saying that nothing can be done about them.........
infact i spoke to my CEO clearly stating that one of the seniors who is toughnut to fire him....but nothing has been done so far......
please suggest what to be done in this scenario.....
From India, Hyderabad
greetings!
Thank you so much for your valuable inputs..
Ours is a small firm with 70 employees, out of which 25 are from someother dept, and 5 from admin, 3 from sales, 3 from supporting team, and the rest is the dept which has complaints against their senior staff 2PMs, 2PLs each team has 10-12 employees underthem. I have conducted a survey, to make it anonymous and express their concerns, not many came forward as they were worried that the seniors would point them out..though few could write clearly stating their issues, seniors only ignored infact after that survey (within 3months) 7 people have put down their papers saying that nothing can be done about them.........
infact i spoke to my CEO clearly stating that one of the seniors who is toughnut to fire him....but nothing has been done so far......
please suggest what to be done in this scenario.....
From India, Hyderabad
Hi Sari,
Since you have already tried the same.
I suggest you to invite a motivational speaker or trainer even a person with industrial psychology experince. Let the training take place at a neutral place not at your office.
Hire a good trainer let him know about the problems, ensure that when the training is going on no HR person or senior employee is present at the time, when its for juniors.
Do the same with seniors, ensure that no juniors or HR is present.
Then have a combined training.
The best part is that you have the list of problems and hence let a third person bring to their notice. generally its noticed that people listen to the third person than anyone in the company. Firing is not a very good option.
In case if you want help with trainers let me know, cause a friend of mine had been to such a training and it did help their organization, I could get you the name and contact number of the same person in couple of days.
Regards,
AJ
From India, Thana
Since you have already tried the same.
I suggest you to invite a motivational speaker or trainer even a person with industrial psychology experince. Let the training take place at a neutral place not at your office.
Hire a good trainer let him know about the problems, ensure that when the training is going on no HR person or senior employee is present at the time, when its for juniors.
Do the same with seniors, ensure that no juniors or HR is present.
Then have a combined training.
The best part is that you have the list of problems and hence let a third person bring to their notice. generally its noticed that people listen to the third person than anyone in the company. Firing is not a very good option.
In case if you want help with trainers let me know, cause a friend of mine had been to such a training and it did help their organization, I could get you the name and contact number of the same person in couple of days.
Regards,
AJ
From India, Thana
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