Our team is in a very horrible situation. I am working in an IT Company(450 employees) as a HR Executive with a team of 4 members.
The problem I want to put before you is unfortunately no employee in our organization is satisfied with their jobs due to various reasons .But they majorly blame RD by saying “We ae not placing a right candidate at a right place” They say that they are not seeing any growth or job satisfaction in their roles. Moreover they are in a strong assumption that RD is no where concerned to them. They just hate us and they no where responds positively to our strategies. They feel that we just nod our heads to the management decisions.
I personally agree that due to attrition levels ,& geographical barriers we are tightening their hands in few areas and moreover we are spending very less time with the employees as we are no where related to their technical works. All the resource allocation will be done by Executive technical Managers.
We are mentally suffering a lot .Keeping a lot of trust on us our Company has established a HRD Department.We are not looking for any other employment else where as we have a strong desire to contribute something to our mother organization.
How could we gain trust of our employees we need your help and support on the above issue. Please let me know.
From India, Hyderabad
The problem I want to put before you is unfortunately no employee in our organization is satisfied with their jobs due to various reasons .But they majorly blame RD by saying “We ae not placing a right candidate at a right place” They say that they are not seeing any growth or job satisfaction in their roles. Moreover they are in a strong assumption that RD is no where concerned to them. They just hate us and they no where responds positively to our strategies. They feel that we just nod our heads to the management decisions.
I personally agree that due to attrition levels ,& geographical barriers we are tightening their hands in few areas and moreover we are spending very less time with the employees as we are no where related to their technical works. All the resource allocation will be done by Executive technical Managers.
We are mentally suffering a lot .Keeping a lot of trust on us our Company has established a HRD Department.We are not looking for any other employment else where as we have a strong desire to contribute something to our mother organization.
How could we gain trust of our employees we need your help and support on the above issue. Please let me know.
From India, Hyderabad
Chill ...if you sound so depressed you are bound to carry the same negative impulse. I think the best is to change the perception. You can do it, if you cannot meet them personally there are various ways to do it try email some good write ups occasionally etc
From India, Mumbai
From India, Mumbai
hello,
this really happens in an organization wherein the morale of the employees are very poor, they are right change your perspective the way you see things... remember basically as an HR we work with that area to motivate our people more positively...why not apply programs which you involve your people so that they can feel they are contributing a lot to the company and also you let them feel you are not just following orders from top management ...take this scenario as a challenge for you to design or come u a programs that will definitely change their perceptions too..that HR people are friends,mentor and their guide in all their undertakings in the company...
Hope this could somehow help u......Regards!
From Philippines
this really happens in an organization wherein the morale of the employees are very poor, they are right change your perspective the way you see things... remember basically as an HR we work with that area to motivate our people more positively...why not apply programs which you involve your people so that they can feel they are contributing a lot to the company and also you let them feel you are not just following orders from top management ...take this scenario as a challenge for you to design or come u a programs that will definitely change their perceptions too..that HR people are friends,mentor and their guide in all their undertakings in the company...
Hope this could somehow help u......Regards!
From Philippines
Dear Konankijahnavi,
I understand your problem. But get Relax first!!
I suggest that within team of 4 HR people, you can decide 4 parts of organization first. Then each HR member will have total responsibility of handling the problems of that part. In our organization we (3 people) take zonal responsibilities of branches (13 branches all over India). Hence we started visiting branches them often and have dicussions with them. Initially no one is interested, but after some time we started having good feedback and develop rapport with them not only for professional life problems but now they are sharing their personal problems also..
After initial period of responsibilities, we ourselves changes the zones and apply the same procedure. And keep in loop with previous HR member. Hence we all are established not as HR dept. but as TEAM members.
During this visits we also increase our technical knowledge. It is easy to maintain rapport only if we can speak with each other in same language. Don't be afraid of technical information and how all of you are going to understand and discuss. Start implementation......
My sincere advice is to all that PLEASE DON'T CONSIDER YOURSELF AS ONE PARTICULAR DEPT CALLED HR. BE TEAM MEMBERS.. ....
I knew in your case sudden change in your organization is not possible and also people will not digest immediately this process. But have patience.
I hope it will start with hiccups but your dedication can solve this issue.
If you decide to implement this concept and have any problems, then feel free to contact. I think I am able to give you practical and feasible suggestions.
Regards,
Shailendra
From India, Pune
39I understand your problem. But get Relax first!!
I suggest that within team of 4 HR people, you can decide 4 parts of organization first. Then each HR member will have total responsibility of handling the problems of that part. In our organization we (3 people) take zonal responsibilities of branches (13 branches all over India). Hence we started visiting branches them often and have dicussions with them. Initially no one is interested, but after some time we started having good feedback and develop rapport with them not only for professional life problems but now they are sharing their personal problems also..
After initial period of responsibilities, we ourselves changes the zones and apply the same procedure. And keep in loop with previous HR member. Hence we all are established not as HR dept. but as TEAM members.
During this visits we also increase our technical knowledge. It is easy to maintain rapport only if we can speak with each other in same language. Don't be afraid of technical information and how all of you are going to understand and discuss. Start implementation......
My sincere advice is to all that PLEASE DON'T CONSIDER YOURSELF AS ONE PARTICULAR DEPT CALLED HR. BE TEAM MEMBERS.. ....
I knew in your case sudden change in your organization is not possible and also people will not digest immediately this process. But have patience.
I hope it will start with hiccups but your dedication can solve this issue.
If you decide to implement this concept and have any problems, then feel free to contact. I think I am able to give you practical and feasible suggestions.
Regards,
Shailendra
From India, Pune
Dear
Gone through wat you are facing. I think you should have a complain and suggestion box so that you can come to know where you are lacking and also you would come to know wat actions are needed to be taken
Gone through wat you are facing. I think you should have a complain and suggestion box so that you can come to know where you are lacking and also you would come to know wat actions are needed to be taken
Dear Jhnavi, :) I wish you my BEST OF LUCK. :D May your and your team members efforts bring fruits of recognition. and appreciations. :lol: Regards, Shailendra
From India, Pune
From India, Pune
Hi,
I'm so sorry you are in such a dilema. I think the whole situation can be taken as a very subjective issue. You are having a mental block that as a HR has nothing to do with the technical upbring of the employees.
Of course not, you will have to come of your coccoon of the "HR TEAM". Become interactive, come out of your cubicles and your systems, and start building up the rapport. Bring out some changes, some get togethers, outtings, etc.. Make them feel they are the company and if they are happy, the company is happy and so mutual benefit.
I hope I could give you some useful suggestion. Hope this is helpful to you.
Cheers
Deepti
From India, Bangalore
I'm so sorry you are in such a dilema. I think the whole situation can be taken as a very subjective issue. You are having a mental block that as a HR has nothing to do with the technical upbring of the employees.
Of course not, you will have to come of your coccoon of the "HR TEAM". Become interactive, come out of your cubicles and your systems, and start building up the rapport. Bring out some changes, some get togethers, outtings, etc.. Make them feel they are the company and if they are happy, the company is happy and so mutual benefit.
I hope I could give you some useful suggestion. Hope this is helpful to you.
Cheers
Deepti
From India, Bangalore
Keeping the employees' morale is very important for any organisation. If the pressure is added more, you will soon witness executives leaving the organisation.
Stabilise the communication process first. Let it be two ways not just the management.
Call for meetings and receive feedback from everybody.
Arrange for dinner or lunch where people can forget their monotony of work and feel free.
Let the Managers talk positively to the subordinates.
Make necessary changes based on the feedback of employees.
Let people empathise with each other and support each other.
The Management must send a positive message to the employees to boost the morale.
Have a plan and discuss with the bosses and implement.
All the best!!
From India, Madras
Stabilise the communication process first. Let it be two ways not just the management.
Call for meetings and receive feedback from everybody.
Arrange for dinner or lunch where people can forget their monotony of work and feel free.
Let the Managers talk positively to the subordinates.
Make necessary changes based on the feedback of employees.
Let people empathise with each other and support each other.
The Management must send a positive message to the employees to boost the morale.
Have a plan and discuss with the bosses and implement.
All the best!!
From India, Madras
Hi :
You have already received some really valuable inputs to make a headstart.
Just to add, in an IT company, people are the key resources hence the role of HR becomes even more critical. It is not just about dealing with people issues but seeing what lies below the skin. We need to build credibility/branding which will enable employees to trust and have faith in the function. This would happen over a period of time when your work speaks for you more than you speaking for you.
Make a small beginning - atleast start meeting all your employees one-on-one or as a group. Ask them what their concerns are, capture their perception about HR by asking simple questions like how do your find approachability with HR, how do you think this can be improved, service levels etc. Use the feedback to improvise on the existing processes/style of operations. Preferably categorise the feedback so that you prioritize your action plan.
Hope this helps.
From India, Mumbai
You have already received some really valuable inputs to make a headstart.
Just to add, in an IT company, people are the key resources hence the role of HR becomes even more critical. It is not just about dealing with people issues but seeing what lies below the skin. We need to build credibility/branding which will enable employees to trust and have faith in the function. This would happen over a period of time when your work speaks for you more than you speaking for you.
Make a small beginning - atleast start meeting all your employees one-on-one or as a group. Ask them what their concerns are, capture their perception about HR by asking simple questions like how do your find approachability with HR, how do you think this can be improved, service levels etc. Use the feedback to improvise on the existing processes/style of operations. Preferably categorise the feedback so that you prioritize your action plan.
Hope this helps.
From India, Mumbai
Hi Jahanvi,
I think, there is a lack of a commonality of the individual and the organisational goals. I would suggest that you could have a goal setting session with each of teams and try and align their individual goals with the team & organsaition goals.
Also, you could try and win back their confidence by organising some outings for them. Or u could have a cultural event etc.
Wishing you success
Shomes
From India, Bangalore
I think, there is a lack of a commonality of the individual and the organisational goals. I would suggest that you could have a goal setting session with each of teams and try and align their individual goals with the team & organsaition goals.
Also, you could try and win back their confidence by organising some outings for them. Or u could have a cultural event etc.
Wishing you success
Shomes
From India, Bangalore
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HR Manual (Employee Hand Book).doc