Dear Friends,
Like any other human endeavour, even this one should have a specific aim/objective. If the boss is actually interested in system improvement and not the witch hunting then it will work or sooner or later it will fail. In this regard, the comment above about checking on the existing system of communication will go a long way
If the intent is correct then content will automatically fall in place.
With warm wishes,
S S Raikar
From India, Mumbai
11Like any other human endeavour, even this one should have a specific aim/objective. If the boss is actually interested in system improvement and not the witch hunting then it will work or sooner or later it will fail. In this regard, the comment above about checking on the existing system of communication will go a long way
If the intent is correct then content will automatically fall in place.
With warm wishes,
S S Raikar
From India, Mumbai
Dear All,
Instead of meeting MD and sharing grievances, why can't employees share the same with HR? Let HR workout first, do his/her job at his/her level and within his/her limits.
Why can't HR analyze and collate the data, and present it to the MD seeking necessary action? This will prove that, HR is a BRIDGE between Management and Employees. HR must understand employee issues and propose appropriate solution that deem fits the scenario.
An effective HRIS comes along with GRIEVANCE MANAGEMENT SYSTEM. Grievances must be categorized so that, reports can be generated for easy interpretation. All those MD's who are employee oriented(well-wishers) they will keep track of logged grievances.
End of every month, it is advisable to arrange casual meeting between employee and MD just to make employees feel comfortable and eliminate their feeling that "an MD is maintaining his distance" which is common in many organisations.
With profound regards
From India, Chennai
Instead of meeting MD and sharing grievances, why can't employees share the same with HR? Let HR workout first, do his/her job at his/her level and within his/her limits.
Why can't HR analyze and collate the data, and present it to the MD seeking necessary action? This will prove that, HR is a BRIDGE between Management and Employees. HR must understand employee issues and propose appropriate solution that deem fits the scenario.
An effective HRIS comes along with GRIEVANCE MANAGEMENT SYSTEM. Grievances must be categorized so that, reports can be generated for easy interpretation. All those MD's who are employee oriented(well-wishers) they will keep track of logged grievances.
End of every month, it is advisable to arrange casual meeting between employee and MD just to make employees feel comfortable and eliminate their feeling that "an MD is maintaining his distance" which is common in many organisations.
With profound regards
From India, Chennai
Hi Taran,
All of the above are good suggestions. The main thing that you need to be aware of is:-
1) The objective of the coffee talk
2) Who initiated it - you (the HR) or the MD or someone else in the organization.
3) Is it a formal or informal session?
4) Who is attending. You would also have to determine how many would be attending. Your headcount is not mentioned, so if it is a large number, you may need to organize multiple sessions over a period of time.
5) What do you expect as the outcome of the talk?
Think these through and you will be ok.
All the best.
Regards
Venkat
From Malaysia, Bukit Mertajam
All of the above are good suggestions. The main thing that you need to be aware of is:-
1) The objective of the coffee talk
2) Who initiated it - you (the HR) or the MD or someone else in the organization.
3) Is it a formal or informal session?
4) Who is attending. You would also have to determine how many would be attending. Your headcount is not mentioned, so if it is a large number, you may need to organize multiple sessions over a period of time.
5) What do you expect as the outcome of the talk?
Think these through and you will be ok.
All the best.
Regards
Venkat
From Malaysia, Bukit Mertajam
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