Hello All,
We have facing many major problems from One of our Senior employee, he is designated as VP -Opreations since last five years.
His rude behavior and strategical concepts of operations causes huge attrition deactivation to all employees.
I as a HR Manager working with same organization, many times pointed out this thing and informed CEO Director, but they are not giving any attention.
He always creates problems and then he blame others, only takes credit if something happens good.
Becasue of this we now left only 10/12 good people and rest are juniors or new joined.
Please advise me, how to work with such organization.
I can not leave soon, rather I want to change such scenario.
Waiting for your valuable feedback
Thanks
Milind
From India, Pune
2We have facing many major problems from One of our Senior employee, he is designated as VP -Opreations since last five years.
His rude behavior and strategical concepts of operations causes huge attrition deactivation to all employees.
I as a HR Manager working with same organization, many times pointed out this thing and informed CEO Director, but they are not giving any attention.
He always creates problems and then he blame others, only takes credit if something happens good.
Becasue of this we now left only 10/12 good people and rest are juniors or new joined.
Please advise me, how to work with such organization.
I can not leave soon, rather I want to change such scenario.
Waiting for your valuable feedback
Thanks
Milind
From India, Pune
Dear Milind,
I suggest you convince your management to have concepts such as jerk of the month (same as employee of the month) if your VP is so bad the employees will select him and managemnt will take a notice. Ensure and make it clear that who ever is selected shall be displayed on the notice board for a month.
Also as innocent discussion you can suggest the management to get a employee satisfaction survey done.
If employees have problem with this VP thay will mention the same somewhere.
Then you have evidence and take it up strongly.
From India, Pune
I suggest you convince your management to have concepts such as jerk of the month (same as employee of the month) if your VP is so bad the employees will select him and managemnt will take a notice. Ensure and make it clear that who ever is selected shall be displayed on the notice board for a month.
Also as innocent discussion you can suggest the management to get a employee satisfaction survey done.
If employees have problem with this VP thay will mention the same somewhere.
Then you have evidence and take it up strongly.
From India, Pune
Dear Milind,
Hope you would have made the resigned employee fill the Exit interview form - Show that as first evidence.
Conduct employee satisfaction survey - Thats the second evidence.
Once in a month encourage employees to send mail to the HR with all the issues that they are facing and bring that to the notice of the management without letting out the employee name - This serves as third evidence.
Have a list of employees who resigned their job due to the rude behaviour of your VP. Calculate the attrition rate. Find out the employees who are not willing to continue any more with your company(You can do this by simply giving a search in naukri or monster, get the last updated date of their profile). Bring those employees to your top management and let them convey thei issues - This will be the fourth evidence.
Finally as a HR try convincing your management about the attitude problem of the VP that might have a bad impact on their business as employees are getting deactivated and not willing to continue any more in the organisation
- Babu
From India, Madras
Hope you would have made the resigned employee fill the Exit interview form - Show that as first evidence.
Conduct employee satisfaction survey - Thats the second evidence.
Once in a month encourage employees to send mail to the HR with all the issues that they are facing and bring that to the notice of the management without letting out the employee name - This serves as third evidence.
Have a list of employees who resigned their job due to the rude behaviour of your VP. Calculate the attrition rate. Find out the employees who are not willing to continue any more with your company(You can do this by simply giving a search in naukri or monster, get the last updated date of their profile). Bring those employees to your top management and let them convey thei issues - This will be the fourth evidence.
Finally as a HR try convincing your management about the attitude problem of the VP that might have a bad impact on their business as employees are getting deactivated and not willing to continue any more in the organisation
- Babu
From India, Madras
Is this a "Family-run" organization headed by a family member as CEO Director? Is this VP related / known to the family? Then it is extermely difficult to bring about the behavioural change of this VP; but possible with yout intelligent strategy.
The rude behaviour comes out of a mental complex inside the person. Mostly inferiority complex. Such persons generally have some weaknesses. You have to closely watch and understand this and confront / make others confront him privately whenever situation arises on his weakness. He may get provoked and harass in other ways; but soon he developes a fear to face that kind of situation / person who confronts him.
Years back, I had a collegue, a Senior Manager-Operation, who more or less fitted into the behaviour of your VP. We both reported to the same CEO.He was very close to CEO as both of them worked together in an earlier company. His main weakness was that ha was "technically" poor. But the CEO always supported him.
I documented every incidence in the plant operation / his actions which resulted in tangible or intangible loss to the company or employee turn over. I put the facts in weekly / monthly meetings in front of CEO.
I also suggested to his subordinates, whenever they came to me for their problems (i) to keep cool but point out the impact of his bad decisions then and there. (ii) talk to the friends of the 'Senior manager" to make this person realise that he was having a rude / bad behaviour.Things did improve. It was slow.
I suggest that you make him realise that his behaviour is bad thro' his close friends. Document all events and make a monthly report without any tinge of complaint against VP and pass it on to CEO.
K.Sambasivam
From India, Madras
The rude behaviour comes out of a mental complex inside the person. Mostly inferiority complex. Such persons generally have some weaknesses. You have to closely watch and understand this and confront / make others confront him privately whenever situation arises on his weakness. He may get provoked and harass in other ways; but soon he developes a fear to face that kind of situation / person who confronts him.
Years back, I had a collegue, a Senior Manager-Operation, who more or less fitted into the behaviour of your VP. We both reported to the same CEO.He was very close to CEO as both of them worked together in an earlier company. His main weakness was that ha was "technically" poor. But the CEO always supported him.
I documented every incidence in the plant operation / his actions which resulted in tangible or intangible loss to the company or employee turn over. I put the facts in weekly / monthly meetings in front of CEO.
I also suggested to his subordinates, whenever they came to me for their problems (i) to keep cool but point out the impact of his bad decisions then and there. (ii) talk to the friends of the 'Senior manager" to make this person realise that he was having a rude / bad behaviour.Things did improve. It was slow.
I suggest that you make him realise that his behaviour is bad thro' his close friends. Document all events and make a monthly report without any tinge of complaint against VP and pass it on to CEO.
K.Sambasivam
From India, Madras
Hi,
Perhaps you haven't understood the difference between CEO, DIRECTOR and VP of your organisation. I am POLITICS does exist in your organisation
Study them well and you will find many similarities else by now your CEO or DIRECTOR would have corrected VP's attitude.
regards
Khadir
From India, Chennai
Perhaps you haven't understood the difference between CEO, DIRECTOR and VP of your organisation. I am POLITICS does exist in your organisation
Study them well and you will find many similarities else by now your CEO or DIRECTOR would have corrected VP's attitude.
regards
Khadir
From India, Chennai
Dear all,
Thanks for your reply, however all above suggestions I have discussed with MD, directly & indirectly. MD used to give full attention on listing but he somehow not fully supports for any action plan or strategies.
From India, Pune
Thanks for your reply, however all above suggestions I have discussed with MD, directly & indirectly. MD used to give full attention on listing but he somehow not fully supports for any action plan or strategies.
From India, Pune
You have mentioned that you are HR Manager. Who are you reporting to? What he/she is doing about it? Your superior in the organisation( who should be of the same level as VP-Operations) must take up this matter with the Management.
In case you are the head of HR dept., you cannot shake off your responsibility by saying MD is not doing anything about this situation. It is a bad reflection on you and your dept. So you must pull up your socks and do something about it instead of just complaining.
Have direct inter-action with the VP-ops and let him understand your views on the matter and also gauge his thoughts. There could be an issue of quality of recruits that you are giving him or lack of proper training mechanism in your organisation to make the recruits productive.Wish you all the best.
regards
V M Gaitonde
From India, Madgaon
In case you are the head of HR dept., you cannot shake off your responsibility by saying MD is not doing anything about this situation. It is a bad reflection on you and your dept. So you must pull up your socks and do something about it instead of just complaining.
Have direct inter-action with the VP-ops and let him understand your views on the matter and also gauge his thoughts. There could be an issue of quality of recruits that you are giving him or lack of proper training mechanism in your organisation to make the recruits productive.Wish you all the best.
regards
V M Gaitonde
From India, Madgaon
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