Hi Priya ,
Thats a good view ;) But We forget sometimes that we are dealing with HUMANS and not Machines.
overloading them I can say its a temporary fix but making them to realize their mistakes will be a permanent one.
Thats my point :)
Thanks
Jai
From United States, Santa Ana
12Thats a good view ;) But We forget sometimes that we are dealing with HUMANS and not Machines.
overloading them I can say its a temporary fix but making them to realize their mistakes will be a permanent one.
Thats my point :)
Thanks
Jai
From United States, Santa Ana
Hi,
I am the not into confronting people but I would request Ashish (As_ashu31) to look at the language he has used in his post and decide how mature is he! If Rutvi is ‘jealous and immature’ then what adjectives would he use for himself…. ‘Ignorant and non-empathetic’ comes to my mind.
All of us have different ways of working. While some people can concentrate in noise others can’t. It depends upon lot of factors like our multiple intelligence and VAK (Visual, Auditory and Kinesthetic) Profile. Let’s respect people’s views and even if we have to contradict, let’s not hurt anyone with our words and tone!
I am sure, they teach these things in good consulting firms…
Ashish… My suggestion to you is… be humble!
From India, Delhi
I am the not into confronting people but I would request Ashish (As_ashu31) to look at the language he has used in his post and decide how mature is he! If Rutvi is ‘jealous and immature’ then what adjectives would he use for himself…. ‘Ignorant and non-empathetic’ comes to my mind.
All of us have different ways of working. While some people can concentrate in noise others can’t. It depends upon lot of factors like our multiple intelligence and VAK (Visual, Auditory and Kinesthetic) Profile. Let’s respect people’s views and even if we have to contradict, let’s not hurt anyone with our words and tone!
I am sure, they teach these things in good consulting firms…
Ashish… My suggestion to you is… be humble!
From India, Delhi
Oh!!
Great Mr.Sharma
I was thinking who is publicly trying to steel the show!!
Now i got it. Its you...
Thanks for making me remember all the VKS, Multiple intelligence...I forgot all that...
By the way How`s every thing?
Dear I respect like you do but as you your self has proclaimed to everyone to have different way !!!
That`s what i did..In my way!!
If you don`t like it..Let it be.......Earth is safe, relax bro....Not going to hurt anyone
From India, Delhi
Great Mr.Sharma
I was thinking who is publicly trying to steel the show!!
Now i got it. Its you...
Thanks for making me remember all the VKS, Multiple intelligence...I forgot all that...
By the way How`s every thing?
Dear I respect like you do but as you your self has proclaimed to everyone to have different way !!!
That`s what i did..In my way!!
If you don`t like it..Let it be.......Earth is safe, relax bro....Not going to hurt anyone
From India, Delhi
I was thinking who is publicly trying to steel the show!!
attribution https://www.citehr.com/492415-how-de...#ixzz30ee7gD2g
Dear Ashish,
I am here to share my knowledge and my point of view. Not to 'try' to steal (not Steel) the show!! I am sure if my efforts are genuine, people would notice me....
From India, Delhi
attribution https://www.citehr.com/492415-how-de...#ixzz30ee7gD2g
Dear Ashish,
I am here to share my knowledge and my point of view. Not to 'try' to steal (not Steel) the show!! I am sure if my efforts are genuine, people would notice me....
From India, Delhi
Do one thing,
Just You get closer to those employees and do not speak to them aggressively treat them as a friends and just convey them to be disciplined with friendly talks they will definitely listen to you
and please in this case do not go to show your power instead show them love and care for them, you become a slow poison for them that will harm neither you and nor them
i think it will help you because i am following the same in my office there 60 employees all are of childish kind of people but i will never speak them with angry eyes or loud noise i will go to them tell them personally and talk to them nicely finally i will catch so the situation now has because more calm and good try it once you will get
From India, Bangalore
Just You get closer to those employees and do not speak to them aggressively treat them as a friends and just convey them to be disciplined with friendly talks they will definitely listen to you
and please in this case do not go to show your power instead show them love and care for them, you become a slow poison for them that will harm neither you and nor them
i think it will help you because i am following the same in my office there 60 employees all are of childish kind of people but i will never speak them with angry eyes or loud noise i will go to them tell them personally and talk to them nicely finally i will catch so the situation now has because more calm and good try it once you will get
From India, Bangalore
@ Kabadaghis
It's nice to see people who has the same thought to deal with the problem :) . Hope you read my suggestions too.
General Note : Guys chill out :) Let's not deviate from the topic :)
Thanks
From United States, Santa Ana
It's nice to see people who has the same thought to deal with the problem :) . Hope you read my suggestions too.
General Note : Guys chill out :) Let's not deviate from the topic :)
Thanks
From United States, Santa Ana
Dear Rutvi,
I have read all the comments with interest. Many contain useful ideas and some have digressed attacking others' comments, etc. I am not a HR professional but a retired academic. As I was not clear about what BDE stood for, I checked the web and found that it could mean Business Development executives. Hence, please let us know how you as HR manager are related to them in an official capacity. I do not understand how your cubicle is next to theirs. How large is your company?
You also say that they go out for snacks, whenever they like. Is there any company policy about it? In small companies, there may not be any strict rules and, as long as the work gets done effectively and efficiently, managers ignore formalities to ensure that the business survives and progresses.
Many a times, it is how we react to what others do that irritates us. I have found that watching Swami Anubhavananda's lectures on Happiness on Youtube helps me to calm down. Try doing that.
From United Kingdom
I have read all the comments with interest. Many contain useful ideas and some have digressed attacking others' comments, etc. I am not a HR professional but a retired academic. As I was not clear about what BDE stood for, I checked the web and found that it could mean Business Development executives. Hence, please let us know how you as HR manager are related to them in an official capacity. I do not understand how your cubicle is next to theirs. How large is your company?
You also say that they go out for snacks, whenever they like. Is there any company policy about it? In small companies, there may not be any strict rules and, as long as the work gets done effectively and efficiently, managers ignore formalities to ensure that the business survives and progresses.
Many a times, it is how we react to what others do that irritates us. I have found that watching Swami Anubhavananda's lectures on Happiness on Youtube helps me to calm down. Try doing that.
From United Kingdom
Dear Rutvi
Let me start from the end of your message...:-)
"Can anyone suggest me what should i do in this situation" --- Learn and Evolve! Easier said than done, but that's exactly what you need to do. So what do you learn and how do you evolve?
First you learn to really identify a problem or an issue. In this case, is there really a problem or an issue and if there is what is that problem / issue. Lets try and work this out...
You are the HR Manager.
One Guy & One lady sit in the next cubicle from the BDE team.
---- They are doing good work since their director is quite happy with them. He feels they are good employees and good professionals as well.
---- Do they have a Manager (BDM) as well or do they directly report to the Director
---- If they do have a BDM, why did you approach the Director directly and not the BDM? If you did approach the BDM what were his/her reaction?
---- They gossip, talk, laugh (loudly especially the lady), sometimes for 6 hrs in a 8 hr workday... :-)
---- That irritates you ... Why?
---- You cant even focus on your work...
---- What about others in the room? Are they also having the same problem as you or are they unaffected by it and its only you
---- They ignore your presence and continue to chit chat
---- What effect do you expect your presence to have on your employees from other departments
---- Do you expect them to stop their activities and be more alert because you are senior to them
---- Are you expecting to "demand" or "command" respect from your employees
---- They go out to have ice cream during office hours without informing you
---- Are they required to do so?
---- If they inform their director and not you, would you still react the same way?
---- When you informed your director , he didn't take it seriously and no action was taken. You feel that even if you had the power as an HR manager you couldn't have done anything in this matter.
---- What did you inform your director about? what did you say was the problem or the issue
---- Why do you think he didn't take any action
---- Why does he have a good opinion of these two individuals.
---- Do you think he (director) is a poor judge of character and that is why he cant see how bad (poor) these two individuals are
---- What action were you expecting the director to take
---- What action would you have taken if given the full power to do so
So now lets come to the crux... what or where is the problem / issue? More importantly is there really a problem or an issue?
You yourself analyze and decide. Believe me you will evolve into a better HR professional, irrespective of what your analysis states...:-) If you still need guidance feel free to ask.
Cheers
Navneet
From India, Delhi
Let me start from the end of your message...:-)
"Can anyone suggest me what should i do in this situation" --- Learn and Evolve! Easier said than done, but that's exactly what you need to do. So what do you learn and how do you evolve?
First you learn to really identify a problem or an issue. In this case, is there really a problem or an issue and if there is what is that problem / issue. Lets try and work this out...
You are the HR Manager.
One Guy & One lady sit in the next cubicle from the BDE team.
---- They are doing good work since their director is quite happy with them. He feels they are good employees and good professionals as well.
---- Do they have a Manager (BDM) as well or do they directly report to the Director
---- If they do have a BDM, why did you approach the Director directly and not the BDM? If you did approach the BDM what were his/her reaction?
---- They gossip, talk, laugh (loudly especially the lady), sometimes for 6 hrs in a 8 hr workday... :-)
---- That irritates you ... Why?
---- You cant even focus on your work...
---- What about others in the room? Are they also having the same problem as you or are they unaffected by it and its only you
---- They ignore your presence and continue to chit chat
---- What effect do you expect your presence to have on your employees from other departments
---- Do you expect them to stop their activities and be more alert because you are senior to them
---- Are you expecting to "demand" or "command" respect from your employees
---- They go out to have ice cream during office hours without informing you
---- Are they required to do so?
---- If they inform their director and not you, would you still react the same way?
---- When you informed your director , he didn't take it seriously and no action was taken. You feel that even if you had the power as an HR manager you couldn't have done anything in this matter.
---- What did you inform your director about? what did you say was the problem or the issue
---- Why do you think he didn't take any action
---- Why does he have a good opinion of these two individuals.
---- Do you think he (director) is a poor judge of character and that is why he cant see how bad (poor) these two individuals are
---- What action were you expecting the director to take
---- What action would you have taken if given the full power to do so
So now lets come to the crux... what or where is the problem / issue? More importantly is there really a problem or an issue?
You yourself analyze and decide. Believe me you will evolve into a better HR professional, irrespective of what your analysis states...:-) If you still need guidance feel free to ask.
Cheers
Navneet
From India, Delhi
Dear Rutvi, Are you are in for a real root cause analysis of your issue.. ? Wait... it seems so... :)
From India, Delhi
From India, Delhi
Maybe we should do a "real root cause" or if you so desire we could do a "Pseudo root cause" of your reactions in this forum (just hysterically joking) ... :-)
After all if 'Eureka Philosophy’ means when a conducive environment is created (which is never created when people take it on themselves to consistently ridicule others opinion) and people are strategically guided ( which is what my original post was about - learn and evolve) , they can find their own way towards personal and professional excellence ( which was the intent... Analyze yourself and decide, i had suggested).
Our responsibility as seniors is to share knowledge in whatever form they could be in the hope that it can benefit a larger audience. If a few among that audience feel the need to laugh at whatever is being shared then please understand the loss is not to the person who has already shared voluntarily but to the people who don't feel the need to learn because they are too busy laughing at others...:-)
One of the most important and difficult skills for a senior person to learn is the ability to understand and comprehend the effect of their (re)actions from a holistic point of view. The faster they learn, the better professionals they become...:-)... Remember, it will always be about the larger picture.
Cheers
Navneet Chandra
in.linkedin.com/in/navneetchandra/
From India, Delhi
After all if 'Eureka Philosophy’ means when a conducive environment is created (which is never created when people take it on themselves to consistently ridicule others opinion) and people are strategically guided ( which is what my original post was about - learn and evolve) , they can find their own way towards personal and professional excellence ( which was the intent... Analyze yourself and decide, i had suggested).
Our responsibility as seniors is to share knowledge in whatever form they could be in the hope that it can benefit a larger audience. If a few among that audience feel the need to laugh at whatever is being shared then please understand the loss is not to the person who has already shared voluntarily but to the people who don't feel the need to learn because they are too busy laughing at others...:-)
One of the most important and difficult skills for a senior person to learn is the ability to understand and comprehend the effect of their (re)actions from a holistic point of view. The faster they learn, the better professionals they become...:-)... Remember, it will always be about the larger picture.
Cheers
Navneet Chandra
in.linkedin.com/in/navneetchandra/
From India, Delhi
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.