Hello Experts,
I am working with an IT company as independent HR. It is a small company having team of 40 employees in different IT technologies. We are not much strict towards our employees; just to retain them. We are managing them at our best level and providing equal opportunities to all the employees. But there are arising few issues from which I and management also not aware and the employees are discussing with their respective clients rather than discussing it with HR. Handling and solving these types of issues or grievances come into my area and they should discuss it with me. Please help me to find that where this problem arising.
Kindly provide any expert advice that how can I analyze those grievances and what approach I can follow that my employees come to me to discuss any problem.
From India, Chandigarh
I am working with an IT company as independent HR. It is a small company having team of 40 employees in different IT technologies. We are not much strict towards our employees; just to retain them. We are managing them at our best level and providing equal opportunities to all the employees. But there are arising few issues from which I and management also not aware and the employees are discussing with their respective clients rather than discussing it with HR. Handling and solving these types of issues or grievances come into my area and they should discuss it with me. Please help me to find that where this problem arising.
Kindly provide any expert advice that how can I analyze those grievances and what approach I can follow that my employees come to me to discuss any problem.
From India, Chandigarh
Dear Navjot,
After reading your post, it can be deduced that following are your problems:
a) Your leadership has not made conscious efforts to build organisation culture. Mere having vision and mission for organisation is not sufficient. A non-conducive culture kills the spirit of vision or mission
b) Your leadership did not encourage upward communication. Backbiting happens when employees are not given freedom to express their views. Large number of times I have written on this forum that communication is not just body language and eye contact. Communication means ensuring that top management gets complete and unaltered information. Unfortunately, IT industry is so obsessed with body language that they forget the essence of communication.
c) Like any other IT company, your company's HR is no exception as far as maintaining distance from common employee. Just few hours ago, one software engineer has expressed grievance on this forum. You may click the following link to read that post and my reply:
https://www.citehr.com/517793-appraisal-rating.html
So what is the solution? You can do the following:
d) Top management must spend some time with individual employee. They must record their feedback in organised manner. Secondly, they must decide what kind of culture their should have. Accordingly, they must make action plan to foster that culture.
e) You may conduct Employee Satisfaction Survey (ESS). However, conducting ESS is no easy task. It requires lot of organisational maturity. You may click the following link to read my past reply on this topic:
https://www.citehr.com/514698-employ...on-survey.html
f) Ask for more empowerment to the HR department. In IT industry HR is quite subservient to the operations. HR remains nonchalant on why employees are overworking. They do not come to know who is really working and who is spending time in share market or real estate activities.
g) Do you have well designed Performance Management System (PMS)? Have you developed customised KPIs related to your business? Have you identified various costs associated with your business? If not, you must do it right away. Click the following link to read my following reply:
https://www.citehr.com/511936-pms-company.html
Institution of PMS will help in identifying who is efficient and who is not so efficient. It will bring organisation-wide change. It will foster culture of measurement in your company.
Hope I have given sufficient inputs. Go through all the links patiently. In the above links, you will find further links. Go through those links also. Approach me if you find any difficulty.
All the best!
Dinesh Divekar
From India, Bangalore
7879After reading your post, it can be deduced that following are your problems:
a) Your leadership has not made conscious efforts to build organisation culture. Mere having vision and mission for organisation is not sufficient. A non-conducive culture kills the spirit of vision or mission
b) Your leadership did not encourage upward communication. Backbiting happens when employees are not given freedom to express their views. Large number of times I have written on this forum that communication is not just body language and eye contact. Communication means ensuring that top management gets complete and unaltered information. Unfortunately, IT industry is so obsessed with body language that they forget the essence of communication.
c) Like any other IT company, your company's HR is no exception as far as maintaining distance from common employee. Just few hours ago, one software engineer has expressed grievance on this forum. You may click the following link to read that post and my reply:
https://www.citehr.com/517793-appraisal-rating.html
So what is the solution? You can do the following:
d) Top management must spend some time with individual employee. They must record their feedback in organised manner. Secondly, they must decide what kind of culture their should have. Accordingly, they must make action plan to foster that culture.
e) You may conduct Employee Satisfaction Survey (ESS). However, conducting ESS is no easy task. It requires lot of organisational maturity. You may click the following link to read my past reply on this topic:
https://www.citehr.com/514698-employ...on-survey.html
f) Ask for more empowerment to the HR department. In IT industry HR is quite subservient to the operations. HR remains nonchalant on why employees are overworking. They do not come to know who is really working and who is spending time in share market or real estate activities.
g) Do you have well designed Performance Management System (PMS)? Have you developed customised KPIs related to your business? Have you identified various costs associated with your business? If not, you must do it right away. Click the following link to read my following reply:
https://www.citehr.com/511936-pms-company.html
Institution of PMS will help in identifying who is efficient and who is not so efficient. It will bring organisation-wide change. It will foster culture of measurement in your company.
Hope I have given sufficient inputs. Go through all the links patiently. In the above links, you will find further links. Go through those links also. Approach me if you find any difficulty.
All the best!
Dinesh Divekar
From India, Bangalore
Hello! Dinesh Sir,
Thanks for your valuable response.
I am making all efforts for these things and generally have one to one meetings with the employees to discuss any problems and suggestions. At that time, they just say no and everything is fine, but after that same problems are there. So we want solutions of these, if they have any problem then they can discuss it with me. When we are going so lenient with them, then why they don't understand the company. What problems are then in my leadership? If the problem is also from the top management side, then why the HR(s) are always be seen as faulty person everywhere as they are the reason for any problem?
Thanks & Regards,
Navjot Kaur
From India, Chandigarh
Thanks for your valuable response.
I am making all efforts for these things and generally have one to one meetings with the employees to discuss any problems and suggestions. At that time, they just say no and everything is fine, but after that same problems are there. So we want solutions of these, if they have any problem then they can discuss it with me. When we are going so lenient with them, then why they don't understand the company. What problems are then in my leadership? If the problem is also from the top management side, then why the HR(s) are always be seen as faulty person everywhere as they are the reason for any problem?
Thanks & Regards,
Navjot Kaur
From India, Chandigarh
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf