I am in Opinion with Mr.Gireesh
Communication is the Key to Absolute Success,,,
In a recent Feedback session with our Engineers, we found that the under performance of the erstwhile superb performing engineers have gone down drastically.
the main reason for the same is Communication Gap between Seniors & Juniors.
When we addressed the Problem, we got a good speedy result in a matter of few days,,,
When Coming to chum, i do agree that in spite of this, the are some employees who are stubborn.
The concerned will be called for a discussion & 1-1 meeting.
Would understand wat is making him Stubborn (Might be Boss, Colleagues, Job Responsibility, Personal)
then solution can be arrived based on the Post.
if still he is stubborn, Part Ways
From India, Coimbatore
733Communication is the Key to Absolute Success,,,
In a recent Feedback session with our Engineers, we found that the under performance of the erstwhile superb performing engineers have gone down drastically.
the main reason for the same is Communication Gap between Seniors & Juniors.
When we addressed the Problem, we got a good speedy result in a matter of few days,,,
When Coming to chum, i do agree that in spite of this, the are some employees who are stubborn.
The concerned will be called for a discussion & 1-1 meeting.
Would understand wat is making him Stubborn (Might be Boss, Colleagues, Job Responsibility, Personal)
then solution can be arrived based on the Post.
if still he is stubborn, Part Ways
From India, Coimbatore
If emlpoyee start acting weird, its the time for you to act smart....For an employee acting weird, resaons could be many - as stated above (just summing up): job dissatisfaction, Over worked employees, Under-appreciated employees, Lack of challenges, Less interaction/feedback from superiors, employee could be looking out for a change, or having some problem in the working environment (it includes supervisors and peers), etc etc.....
Now as an HR, we should be alert enough to catch these behaviours at the budding stage.
Having a word with the employee at the time of the problem, does not realy helps. Generally employees treat HR as a detective agency and keep distance from HR. So, the bond should be build up right from the begining. And a one-o-one conversation, if had over a cofee or a samosa (casual in approach) will help better. You need to present yourself as a frined not as a HR person. Then only you will be able to know where the real problem lies.
Now the solutions:
1. Actively have interactions with employees (even before problem arise). Make sure you take a round of the floor atleast once a day. Chell out time to say "hello" to all. And if possible, stand with one or two and have a casual conversation - not only about the professional life, but personal life as well.
2. Keep having regular townhalls, wherein employees can discuss there issues directy with the top management and they can also have an update about company's status at that point of time. This makes them feel a part of the family. Key here is to make sure all the issues raise are properly adressed, and resolved within a specified time else the whole exercise will go in vein.
3. Team Building Exercises: Make workplace a place where people love to come. Some fun activities now and then, some outings, or any innovative thing you can think as an HR.
4. All the points mentioned above were preventions. Now, if the problem has risen - CURE. Councelling is the only way out. We must go to the deapth of the problem and find an appropriate solution. We should seek help from supervisors, managers and senior managers if need be.
5. Try and pamper employee like a baby, but at the same time make sure you are getting best out of him/her and they are not taking undue advantage of your politeness and friendly behaviour. Every now and then, show them your HR side, and remind them their responsibilities and duties for the organisation.
I think this is the best we can do. It has lots of Ifs and Buts. But i guess this is our job to overcome those!!!
Hope it works! cheers!!
From India, Delhi
Now as an HR, we should be alert enough to catch these behaviours at the budding stage.
Having a word with the employee at the time of the problem, does not realy helps. Generally employees treat HR as a detective agency and keep distance from HR. So, the bond should be build up right from the begining. And a one-o-one conversation, if had over a cofee or a samosa (casual in approach) will help better. You need to present yourself as a frined not as a HR person. Then only you will be able to know where the real problem lies.
Now the solutions:
1. Actively have interactions with employees (even before problem arise). Make sure you take a round of the floor atleast once a day. Chell out time to say "hello" to all. And if possible, stand with one or two and have a casual conversation - not only about the professional life, but personal life as well.
2. Keep having regular townhalls, wherein employees can discuss there issues directy with the top management and they can also have an update about company's status at that point of time. This makes them feel a part of the family. Key here is to make sure all the issues raise are properly adressed, and resolved within a specified time else the whole exercise will go in vein.
3. Team Building Exercises: Make workplace a place where people love to come. Some fun activities now and then, some outings, or any innovative thing you can think as an HR.
4. All the points mentioned above were preventions. Now, if the problem has risen - CURE. Councelling is the only way out. We must go to the deapth of the problem and find an appropriate solution. We should seek help from supervisors, managers and senior managers if need be.
5. Try and pamper employee like a baby, but at the same time make sure you are getting best out of him/her and they are not taking undue advantage of your politeness and friendly behaviour. Every now and then, show them your HR side, and remind them their responsibilities and duties for the organisation.
I think this is the best we can do. It has lots of Ifs and Buts. But i guess this is our job to overcome those!!!
Hope it works! cheers!!
From India, Delhi
I was briefly working in an HR function for a company before CiteHR. During that time I experienced that employees were very interested in talking to someone from the company who can forward their concerns without bias to the top management.
I was in close contact with the president of the company and I had at many times forwarded requests or made suggestions about how to make sure the employees stay happy in the company. It was a small IT firm and we had very high standards of recruiting - only IIT or brilliant programmers - the president didn't understand that these kind of people require some extra attention or they will leave.
One of the developers was very well known in the Linux development community - he was starting to become unhappy - I suggested to the president to send him to conferences he is interested in - with an addition task to promote our brand - it probably wouldn't have been too expensive - but the president didn't pay heed to my request.
Within two months the developer got an offer from Nokia and left - another got an offer from HP and left.
The reason why I am telling everyone this story is because I think that it is the duty of the HR managers to go and "Say Hello" or see what's up with the employees. If the HR managers expect the employees to build a relationship with them it would probably never work.
From India, Gurgaon
I was in close contact with the president of the company and I had at many times forwarded requests or made suggestions about how to make sure the employees stay happy in the company. It was a small IT firm and we had very high standards of recruiting - only IIT or brilliant programmers - the president didn't understand that these kind of people require some extra attention or they will leave.
One of the developers was very well known in the Linux development community - he was starting to become unhappy - I suggested to the president to send him to conferences he is interested in - with an addition task to promote our brand - it probably wouldn't have been too expensive - but the president didn't pay heed to my request.
Within two months the developer got an offer from Nokia and left - another got an offer from HP and left.
The reason why I am telling everyone this story is because I think that it is the duty of the HR managers to go and "Say Hello" or see what's up with the employees. If the HR managers expect the employees to build a relationship with them it would probably never work.
From India, Gurgaon
Good one to discuss.
Infact the one thing that scares me is - an unhappy employee leads to another bunch of new born unhappy employees. The message and feelings spreads really fast.
To avoid such instances - I would try using the following strategies:
a) Learn to appreciate and incorporate this habit into every manager - to appreciate the people who report to him
b) Sometimes a simple nod - may not serve the purpsoe. So its necessary to let the employees know that their contributions are being valued and recorded, for promotion consideration
If an unhappy employee is identified:
Try to find out what exactly went wrong - but in a calm atmosphere where the employee feels relaxed to explain the situation.
It usually arises that the employee is unsure about his abilities - or is frustrated about someone elses' treatment towards him/her not being upto the expected standards, or feels that he is not being recognized. (included even financial components)
for the first: the employee is unsure about his abilities
I / or the Manager may quote instances where the employees' performance was much appreciated, and try highlighting where of recent he has just been off the track and what he/she could do to overcome that shortcoming
frustrated about someone elses' treatment towards him/her not being upto the expected standards
Counsel him.her towards how he could behave or expect reports in a better manner so that it would reduce any rough friction in the relationship. If investigations prove that the other person is really rude - then even counsel teh person in discussion on how to improve the relationship through better communication
The last: feels that he is not being recognized. (included even financial components)
Would highlight his performance track and point out the areas that he could perform much better and land up with the dream hike / consideration for promotion.
Pointing out never helps - Showing the facts and pointing areas to be improved - may help
From India, Madras
Infact the one thing that scares me is - an unhappy employee leads to another bunch of new born unhappy employees. The message and feelings spreads really fast.
To avoid such instances - I would try using the following strategies:
a) Learn to appreciate and incorporate this habit into every manager - to appreciate the people who report to him
b) Sometimes a simple nod - may not serve the purpsoe. So its necessary to let the employees know that their contributions are being valued and recorded, for promotion consideration
If an unhappy employee is identified:
Try to find out what exactly went wrong - but in a calm atmosphere where the employee feels relaxed to explain the situation.
It usually arises that the employee is unsure about his abilities - or is frustrated about someone elses' treatment towards him/her not being upto the expected standards, or feels that he is not being recognized. (included even financial components)
for the first: the employee is unsure about his abilities
I / or the Manager may quote instances where the employees' performance was much appreciated, and try highlighting where of recent he has just been off the track and what he/she could do to overcome that shortcoming
frustrated about someone elses' treatment towards him/her not being upto the expected standards
Counsel him.her towards how he could behave or expect reports in a better manner so that it would reduce any rough friction in the relationship. If investigations prove that the other person is really rude - then even counsel teh person in discussion on how to improve the relationship through better communication
The last: feels that he is not being recognized. (included even financial components)
Would highlight his performance track and point out the areas that he could perform much better and land up with the dream hike / consideration for promotion.
Pointing out never helps - Showing the facts and pointing areas to be improved - may help
From India, Madras
Yes, its obsolutely right that once the personal problems are discussed by HR then the employee in turn shows signs of fulfillment and shows interest towards working effectively. KB
From India, Madras
From India, Madras
This happens too often - an employee suddenly starts acting weird and showing signs of unhappiness. I am going to put in my ways of dealing with this and I would like other members to put in theirs.
This is usually the first sign of an employee going astray from his/her responsibilities and eventually shifting to another organization in hope that it'll help change the way he/she is feeling.
The main reasons I feel this happens:
1) Over worked employees.
2) Under-appreciated employees
3) Lack of challenges.
4) Less interaction/feedback from superiors.
All the above issues can be resolved if u preach and put the below mentioned lessons into action, which I learned from Kenneth Blanchard & Spenser Johnson book ONE MINUTE MANAGER. If each individual a manager or not a manager applies in his professional and personal life will bring happiness to the employees and people around him
One Minute Goals: Summary
One Minute Goal Setting is simply:
1. Agree on your goals.
2. See what good behavior looks like.
3. Write out each of your goals on a single sheet of paper using
less than 250 words.
4. Read and re-read each goal, which requires only a minute or so
each time you do it.
5. Take a minute every once in a while out of your day to look at
your performance, and
6. See whether or not your behavior matches your goal
One Minute Praisings: Summary
The One Minute Praising works well when you:
1. Tell people up front that you are going to let them know how
they are doing.
2. Praise people immediately.
3. Tell people what they did right—be specific.
4. Tell people how good you feel about what they did right, and
how it helps the organization and the other people who work
there.
5. Stop for a moment of silence to let them “feel” how good you
feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that
you support their success in the organization
One Minute Reprimands: Summary
The One Minute Reprimand works well when you:
1.Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms
The first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong—be specific.
4. Tell people how you feel about what they did wrong—and in no
uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel
how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are
honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance
in this situation.
9. Realize that when the reprimand is over, it’s over.
Regards,
Pournima
From United Kingdom, Brentford
This is usually the first sign of an employee going astray from his/her responsibilities and eventually shifting to another organization in hope that it'll help change the way he/she is feeling.
The main reasons I feel this happens:
1) Over worked employees.
2) Under-appreciated employees
3) Lack of challenges.
4) Less interaction/feedback from superiors.
All the above issues can be resolved if u preach and put the below mentioned lessons into action, which I learned from Kenneth Blanchard & Spenser Johnson book ONE MINUTE MANAGER. If each individual a manager or not a manager applies in his professional and personal life will bring happiness to the employees and people around him
One Minute Goals: Summary
One Minute Goal Setting is simply:
1. Agree on your goals.
2. See what good behavior looks like.
3. Write out each of your goals on a single sheet of paper using
less than 250 words.
4. Read and re-read each goal, which requires only a minute or so
each time you do it.
5. Take a minute every once in a while out of your day to look at
your performance, and
6. See whether or not your behavior matches your goal
One Minute Praisings: Summary
The One Minute Praising works well when you:
1. Tell people up front that you are going to let them know how
they are doing.
2. Praise people immediately.
3. Tell people what they did right—be specific.
4. Tell people how good you feel about what they did right, and
how it helps the organization and the other people who work
there.
5. Stop for a moment of silence to let them “feel” how good you
feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that
you support their success in the organization
One Minute Reprimands: Summary
The One Minute Reprimand works well when you:
1.Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms
The first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong—be specific.
4. Tell people how you feel about what they did wrong—and in no
uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel
how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are
honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance
in this situation.
9. Realize that when the reprimand is over, it’s over.
Regards,
Pournima
From United Kingdom, Brentford
Geerish, Excellent answer for the entire conversation.... just a single word "communication" Kavitha
From India, Madras
From India, Madras
For instance A___B___C. A reports to B and B in turn to C. A is highly qualified and very intelligent than B(though reporting to B). A doesn't hv access to C, C is not aware that all the work is been done by A. Result : No proper system, lack of recognition, demotivation. Any suggestion for this situation?
TM
From India, Madras
TM
From India, Madras
Hello All
I have one query.Other depts can escalate their problems to hrd dept. but where will a hrd person go if he/she himself is frustated with the Company or with the boss?if the topmost management is unreachable to that junior HRD person and if the bridge of contact between this guy/gal & the top management is only the boss from whom she / he is facing the problem.......then who is there in the org 2 solve this guy/gal's problem?
Regards
Aparajita
From India, Delhi
I have one query.Other depts can escalate their problems to hrd dept. but where will a hrd person go if he/she himself is frustated with the Company or with the boss?if the topmost management is unreachable to that junior HRD person and if the bridge of contact between this guy/gal & the top management is only the boss from whom she / he is facing the problem.......then who is there in the org 2 solve this guy/gal's problem?
Regards
Aparajita
From India, Delhi
Hi everyone,
I have one more reason why employee starts behaving weird.
Can anyone think of a situation where you do not have any Faith in your management or Board of directors.
No type of communication is effective if employees do not have faith in their management or company itself.
I have been through a situation where i use to fell like quitting my job just within 4 months of my DOJ. But because of market situation i could not take immediate action on this and I started getting frustrated. The main reason was unprofessionalism shown by board of directors. None of the employees had faith in their management team. No one was satisfied working in such atmosphere. And it is not a small company, they have a turnover of 500cr.
Gradually even i started behaving weird. My managers knew the reason behind my behavior and even they accepted it because even they felt the same.
What could be the remedy in such situation?
So what i believe is that rather taking curative measures organization should take preventive measures so that such situation never arises. And even after all preventive measures in place and all positive atmosphere prevails, i believe that Counseling can help or in last come basis terminate the employee before the bunch starts to rotten.
With Regards
Jigar Gangar
From India, Mumbai
I have one more reason why employee starts behaving weird.
Can anyone think of a situation where you do not have any Faith in your management or Board of directors.
No type of communication is effective if employees do not have faith in their management or company itself.
I have been through a situation where i use to fell like quitting my job just within 4 months of my DOJ. But because of market situation i could not take immediate action on this and I started getting frustrated. The main reason was unprofessionalism shown by board of directors. None of the employees had faith in their management team. No one was satisfied working in such atmosphere. And it is not a small company, they have a turnover of 500cr.
Gradually even i started behaving weird. My managers knew the reason behind my behavior and even they accepted it because even they felt the same.
What could be the remedy in such situation?
So what i believe is that rather taking curative measures organization should take preventive measures so that such situation never arises. And even after all preventive measures in place and all positive atmosphere prevails, i believe that Counseling can help or in last come basis terminate the employee before the bunch starts to rotten.
With Regards
Jigar Gangar
From India, Mumbai
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