I read the presentation that Ramkumar provided (for those who have not read it, I have re-attached it to this post), and what the presentation said is completely right, that employees are not formally allowed to talk about bad bosses.
This is really true, and in so many topics on CiteHR, I am finding it impossible to find a topic with the subject of bad bosses. We all know that bad bosses exist but I think those of us in HR have a bigger responsibility in doing something about it. What should HR’s role be? And firstly, I think we should formally (in our processes) start with the recognition that bad bosses exist. Until we do this, HR will be not be dealing with the no. 1 issue for employees, ie the boss.
From India, Kochi
This is really true, and in so many topics on CiteHR, I am finding it impossible to find a topic with the subject of bad bosses. We all know that bad bosses exist but I think those of us in HR have a bigger responsibility in doing something about it. What should HR’s role be? And firstly, I think we should formally (in our processes) start with the recognition that bad bosses exist. Until we do this, HR will be not be dealing with the no. 1 issue for employees, ie the boss.
From India, Kochi
Hello nidhisk:
>... what the presentation said is completely right, that employees are not formally allowed to talk about bad bosses.<
Perhaps that is the case because there would be too much talk considering how many bad bosses there are.
>This is really true, and in so many topics on Cite HR, I am finding it impossible to find a topic with the subject of bad bosses.<
How many bad bosses would like to see themselves discussed in a public forum?
>We all know that bad bosses exist<
About 11% of the workforce are well suited to be managers of people.
>but I think those of us in HR have a bigger responsibility in doing something about it.<
I agree, but HR professionals must know how to identify future bad bosses before the job offer is made.
>What should HR’s role be?<
HR is the first line of defense against bad bosses.
>And firstly, I think we should formally (in our processes) start with the recognition that bad bosses exist.<
More than we care to believe I suspect.
Bad bosses are bad for the health of their direct reports.
>Until we do this, HR will be not be dealing with the no. 1 issue for employees, IE the boss.<
If HR introduced the concept of hiring for talent, then the bad boss problem could be almost completely avoided.
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?
Managers who hire for talent know the answer to each question.
From United States, Chelsea
45>... what the presentation said is completely right, that employees are not formally allowed to talk about bad bosses.<
Perhaps that is the case because there would be too much talk considering how many bad bosses there are.
>This is really true, and in so many topics on Cite HR, I am finding it impossible to find a topic with the subject of bad bosses.<
How many bad bosses would like to see themselves discussed in a public forum?
>We all know that bad bosses exist<
About 11% of the workforce are well suited to be managers of people.
>but I think those of us in HR have a bigger responsibility in doing something about it.<
I agree, but HR professionals must know how to identify future bad bosses before the job offer is made.
>What should HR’s role be?<
HR is the first line of defense against bad bosses.
>And firstly, I think we should formally (in our processes) start with the recognition that bad bosses exist.<
More than we care to believe I suspect.
Bad bosses are bad for the health of their direct reports.
>Until we do this, HR will be not be dealing with the no. 1 issue for employees, IE the boss.<
If HR introduced the concept of hiring for talent, then the bad boss problem could be almost completely avoided.
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?
Managers who hire for talent know the answer to each question.
From United States, Chelsea
Bob,
"HR is the first line of defense against bad bosses."
- I agree, but I think very few people in HR think like this. And that is precisely the problem. In fact, I don't know of any organization in which HR staff are clearly told, "You are the first line of defense for people with bad bosses." This is because short of doing anything illegal, bosses get away with anything, especially because of the need for subordinates to be seen as "team players" and "tough enough to take the heat".
From India, Kochi
"HR is the first line of defense against bad bosses."
- I agree, but I think very few people in HR think like this. And that is precisely the problem. In fact, I don't know of any organization in which HR staff are clearly told, "You are the first line of defense for people with bad bosses." This is because short of doing anything illegal, bosses get away with anything, especially because of the need for subordinates to be seen as "team players" and "tough enough to take the heat".
From India, Kochi
nidhi i so wanted to read ur presentation tried umpteen no of times it showes an error in downloadin as well as openin, if its possible for u can u mail the same to me at 
... plzzzz...:-P
From India, New Delhi
From India, New Delhi
Hello nidhisk:
"HR is the first line of defense against bad bosses."
"- I agree, but I think very few people in HR think like this."
I agree.
"And that is precisely the problem."
Even if they did think like that would they do things differently? Probably not.
"In fact, I don't know of any organization in which HR staff are clearly told,
"You are the first line of defense for people with bad bosses."
I agree since the top executives don't know it either.
"This is because short of doing anything illegal, bosses get away with anything,
especially because of the need for subordinates to be seen as 'team players'
and 'tough enough to take the heat'."
You are correct.
The solution must start at the top. The CEO must be the spark that sets the organization on fire. CEOs are either fire starters of firemen who put out the fires of change.
When we show CEOs how to make the changes so that HR becomes the first line of defense against bad bosses HR managers often protest the changes since it points out their failure to correct serious problems, e.g., bad bosses and high employee turnover, attrition.
From United States, Chelsea
"HR is the first line of defense against bad bosses."
"- I agree, but I think very few people in HR think like this."
I agree.
"And that is precisely the problem."
Even if they did think like that would they do things differently? Probably not.
"In fact, I don't know of any organization in which HR staff are clearly told,
"You are the first line of defense for people with bad bosses."
I agree since the top executives don't know it either.
"This is because short of doing anything illegal, bosses get away with anything,
especially because of the need for subordinates to be seen as 'team players'
and 'tough enough to take the heat'."
You are correct.
The solution must start at the top. The CEO must be the spark that sets the organization on fire. CEOs are either fire starters of firemen who put out the fires of change.
When we show CEOs how to make the changes so that HR becomes the first line of defense against bad bosses HR managers often protest the changes since it points out their failure to correct serious problems, e.g., bad bosses and high employee turnover, attrition.
From United States, Chelsea
Bob, the very fact that so few people have responded to this post shows that the issue of bad bosses is definitely not being taken seriously enough by HR professionals. No wonder HR is often seen as either irrelevant or simply an admin role, rather than a serious value-adding player to employees.
From India, Kochi
From India, Kochi
dear sir,
i'm preparing 4 an interiview on 5th.
pls tell me d ans for ur quest
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?
From India, Tirunelveli
i'm preparing 4 an interiview on 5th.
pls tell me d ans for ur quest
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?
From India, Tirunelveli
Dear Nidhi;
The issue of bad bosses is certainly a very sensitive issue and sth which is present in every company.
I agree with Bob that many HR ppl also do not have an idea that they are the first line of defence...but i believe that openness can come only when the top mgmt supports you .Companies where your top mgmt themselves dont have an idea that what is HR?and what should be its role?and why is it existing in the co. and they limit the HR purview to mere admin work ..nothing of that openness in the culture can be inculcated.
From India, Pune
The issue of bad bosses is certainly a very sensitive issue and sth which is present in every company.
I agree with Bob that many HR ppl also do not have an idea that they are the first line of defence...but i believe that openness can come only when the top mgmt supports you .Companies where your top mgmt themselves dont have an idea that what is HR?and what should be its role?and why is it existing in the co. and they limit the HR purview to mere admin work ..nothing of that openness in the culture can be inculcated.
From India, Pune
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