Dear all,
In addition to above i would like to add few words.
1) presentation of feedback is important
2) Rather than giving direct feed back, it is better to use constructive feedback by explaining the prose n cons of it.
Next time try with better improvements to your presentation Sakshi.
Consider the mood of your boss. Our efforts should never stop with single obstacle. we should continue our journey.
All the best
From India, Warangal
6In addition to above i would like to add few words.
1) presentation of feedback is important
2) Rather than giving direct feed back, it is better to use constructive feedback by explaining the prose n cons of it.
Next time try with better improvements to your presentation Sakshi.
Consider the mood of your boss. Our efforts should never stop with single obstacle. we should continue our journey.
All the best
From India, Warangal
Dear all,
In addition to above i would like to add few words.
1) presentation of feedback is important
2) Rather than giving direct feed back, it is better to use constructive feedback by explaining the prose n cons of it.
Next time try with better improvements to your presentation Sakshi.
Consider the mood of your boss. Our efforts should never stop with single obstacle. we should continue our journey.
All the best
From India, Warangal
In addition to above i would like to add few words.
1) presentation of feedback is important
2) Rather than giving direct feed back, it is better to use constructive feedback by explaining the prose n cons of it.
Next time try with better improvements to your presentation Sakshi.
Consider the mood of your boss. Our efforts should never stop with single obstacle. we should continue our journey.
All the best
From India, Warangal
Dear Sriraman
I am working here since last six months only. Its a small organization of 20 employees only. Expension & hiring in process. I do know employees here to a satisfactory level.
Regards
Sakshi Gupta
From India, Gurgaon
I am working here since last six months only. Its a small organization of 20 employees only. Expension & hiring in process. I do know employees here to a satisfactory level.
Regards
Sakshi Gupta
From India, Gurgaon
Guess even you must be in probation....
And a co of 20 employees....
Staff augmenting is just started happening
6 months is too less for a new hr person to know the peers esp ....
Summing all ... I personally feel its too early to go to CEO when you yourself is settling... So its expected reaction from CEO. Relax ...Pl wait.....with a back drop "I have few other worries in getting right people for expansion" ....
This is my opinion
Sriraman
932340686
From India, Mumbai
And a co of 20 employees....
Staff augmenting is just started happening
6 months is too less for a new hr person to know the peers esp ....
Summing all ... I personally feel its too early to go to CEO when you yourself is settling... So its expected reaction from CEO. Relax ...Pl wait.....with a back drop "I have few other worries in getting right people for expansion" ....
This is my opinion
Sriraman
932340686
From India, Mumbai
Dear Sriraman
Thanks for your suggestions.
Well I am not on probation, am a confirmed employee. As its a small organization so understanding employees was not very difficult and the feedback was very general although but may be you are right, I should wait for some time and then see how the things turns up.
Regards
Sakshi Gupta
From India, Gurgaon
Thanks for your suggestions.
Well I am not on probation, am a confirmed employee. As its a small organization so understanding employees was not very difficult and the feedback was very general although but may be you are right, I should wait for some time and then see how the things turns up.
Regards
Sakshi Gupta
From India, Gurgaon
Hi Sakshi, Good morning Dont worry and just forget simply whatever has happened there can be too many causes for that incidence also i agree with Prashat on all aspect. Khushboo
From India, Pune
From India, Pune
Dear Sakshi Gupta
Providing feedback is not wrong.. firstly you should have checked the pulse of your CEO before approaching him you should have known his mood before proposing i suppose he should be in anxiety mood i think you can approach him in softer manner please do not try to change entire problems in one day approach day to day basis solve the problems one by one go in very soft manner and show the power of HR to management and as well to the employees...
Regards,
Ramkishore
Asst manager-HR
From India, Bangalore
Providing feedback is not wrong.. firstly you should have checked the pulse of your CEO before approaching him you should have known his mood before proposing i suppose he should be in anxiety mood i think you can approach him in softer manner please do not try to change entire problems in one day approach day to day basis solve the problems one by one go in very soft manner and show the power of HR to management and as well to the employees...
Regards,
Ramkishore
Asst manager-HR
From India, Bangalore
Dear Sakshi,
Ask these questions to yourself and am sure you will get more clarity:
1. Was your CEO against that particular action (of talking to employees without his knowledge) alone or is he is in general wanting you to just do the routine, operational things alone?
2. If it is yes, by just doing the basic things alone do you still see scope for you to contribute for the growth of the organization and at the same time satisfy your learning needs. I am talking about basic things like - professionalizing and making your recruitment function process and metric driven, leave rules, attendance system, payroll, statutory, probation assessment process, exit process etc... to name a few...(note all of these will become a must when your organization starts expanding)
3. You said the company is set to expand - in which case do you see getting more opportunity to contribute, learn and grow - in short, pretty challenging...
4. At any point in time are you being asked to act against your basic value system? Are you required to accept disrespect to you as an individual or professional?
5. If yes, what is your individual tolerance limit?
6. Look at other compulsions you might have - getting a good job, having to explain why you want to leave within 6 months etc., personal financial commitment etc..
After thorough analysis, in case you feel it is better you look out, then, plan well ahead and start looking out. Keeping quiet all along and one fine day you find yourself 'I cannot take it anymore' - there is every chance you will end up jumping into fire to avoid being in a frying pan.
Most importantly, keep your emotions in check. Believe that every experience is there to teach us some lesson. However difficult it may be, never criticize your current employer. Be grateful.
To conclude, not just for this situation, for many things in life we only have 3 options:
(a) Change the changeable
(b) Accept the unchangeable
(c) Remove yourself from the unacceptable
Choose the one that helps you best - to be happy, to be peaceful and to feel growing...
Wishing you all the very best for a bright career...
Cheers,
Chandru
From India, Madras
Ask these questions to yourself and am sure you will get more clarity:
1. Was your CEO against that particular action (of talking to employees without his knowledge) alone or is he is in general wanting you to just do the routine, operational things alone?
2. If it is yes, by just doing the basic things alone do you still see scope for you to contribute for the growth of the organization and at the same time satisfy your learning needs. I am talking about basic things like - professionalizing and making your recruitment function process and metric driven, leave rules, attendance system, payroll, statutory, probation assessment process, exit process etc... to name a few...(note all of these will become a must when your organization starts expanding)
3. You said the company is set to expand - in which case do you see getting more opportunity to contribute, learn and grow - in short, pretty challenging...
4. At any point in time are you being asked to act against your basic value system? Are you required to accept disrespect to you as an individual or professional?
5. If yes, what is your individual tolerance limit?
6. Look at other compulsions you might have - getting a good job, having to explain why you want to leave within 6 months etc., personal financial commitment etc..
After thorough analysis, in case you feel it is better you look out, then, plan well ahead and start looking out. Keeping quiet all along and one fine day you find yourself 'I cannot take it anymore' - there is every chance you will end up jumping into fire to avoid being in a frying pan.
Most importantly, keep your emotions in check. Believe that every experience is there to teach us some lesson. However difficult it may be, never criticize your current employer. Be grateful.
To conclude, not just for this situation, for many things in life we only have 3 options:
(a) Change the changeable
(b) Accept the unchangeable
(c) Remove yourself from the unacceptable
Choose the one that helps you best - to be happy, to be peaceful and to feel growing...
Wishing you all the very best for a bright career...
Cheers,
Chandru
From India, Madras
Dear Sakshi Ji,
I have gone thru all the suggestions and views on the issue you narrated.
Pls do not get dishearten on such issues. You have the huge potential as I have observed that You are true and honest to your deeds and actions,therfore nothing to worry at all.For now I would like to share an article on "feedback" which I read in TOI,The articles was given by Mr.Radhakrishnan. B. Menon.(A great Person indeed).
He Wrote - Feed back is a two way process- One Who Offers it and One who Seeks it.The Issue Seems to pervade both ways and ironically there are people who are extremely good at giving feed back,but may be terrible at accepting feedback and vice versa.
Result driven leaders approach "feedback" as developmental tool.Strategically, they avoid being "critics"or "openionated" and usher in balanced approach.He says, these interventions,career conversations, and the content(of feedback) should be structured and objective-supported by facts information and data.The conversation should ideally start with an opportunity for self assessment and best conclude with next step towards accelerated learning and improved performance action plans. In a way this is also called feed forward or planning ahead the next steps.Feedback,many a times would also involve giving the "bad news",Learn to convey this with dignity and do not ever heart the self esteem of the individual. In Summary, it is suggested adopting the style of a coach, more specifically the sports coach.A good sports coach not only does the tecnical "correction"but also works on a judicious mix of praise, admonishment,enjoyment and cheer leading. While talking about sports,the best way to seek or take feedback is to be a sport.
So No worries, Lets be a sport.
Thanks
Bijay
From India, Vadodara
I have gone thru all the suggestions and views on the issue you narrated.
Pls do not get dishearten on such issues. You have the huge potential as I have observed that You are true and honest to your deeds and actions,therfore nothing to worry at all.For now I would like to share an article on "feedback" which I read in TOI,The articles was given by Mr.Radhakrishnan. B. Menon.(A great Person indeed).
He Wrote - Feed back is a two way process- One Who Offers it and One who Seeks it.The Issue Seems to pervade both ways and ironically there are people who are extremely good at giving feed back,but may be terrible at accepting feedback and vice versa.
Result driven leaders approach "feedback" as developmental tool.Strategically, they avoid being "critics"or "openionated" and usher in balanced approach.He says, these interventions,career conversations, and the content(of feedback) should be structured and objective-supported by facts information and data.The conversation should ideally start with an opportunity for self assessment and best conclude with next step towards accelerated learning and improved performance action plans. In a way this is also called feed forward or planning ahead the next steps.Feedback,many a times would also involve giving the "bad news",Learn to convey this with dignity and do not ever heart the self esteem of the individual. In Summary, it is suggested adopting the style of a coach, more specifically the sports coach.A good sports coach not only does the tecnical "correction"but also works on a judicious mix of praise, admonishment,enjoyment and cheer leading. While talking about sports,the best way to seek or take feedback is to be a sport.
So No worries, Lets be a sport.
Thanks
Bijay
From India, Vadodara
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