your friend seems to be having a bloated EGO!! Who is he to decide whether he has more competence or knowledge? Does he own the company or is just an employee like the other one? What if some some other employee raises the same point against him? What will be his reaction? I am sure he will explode!!
Advise him not to be an egoist. This is the time for him to learn and assimilate and not to blow his own trumppete. Advise him tobe humble, be patient and let yhis antena be on top, so that he can recieve and assimilate. The journey of life is too long. All such experiences will help to learn to tide over the crisis.
It is said higher you go humbler you should be. Hope your friend will get the mesasage.
Cyril
From India, Nagpur
25Advise him not to be an egoist. This is the time for him to learn and assimilate and not to blow his own trumppete. Advise him tobe humble, be patient and let yhis antena be on top, so that he can recieve and assimilate. The journey of life is too long. All such experiences will help to learn to tide over the crisis.
It is said higher you go humbler you should be. Hope your friend will get the mesasage.
Cyril
From India, Nagpur
Has it been determined if this employee can actually do his job without his old boss around? Is it possible that the old boss was doing hand holding and there for it appeared that this employee was getting his work done on time?
Perhaps the best way to test it is to leave him under the new manager and see how he truly performs.
From United States, Willow Springs
Perhaps the best way to test it is to leave him under the new manager and see how he truly performs.
From United States, Willow Springs
Hi All,
Well, the promotion was the idea of the old boss since the employees reporting to him grew and he wanted another layer created under him to manage one product line so that half of his employees will report to the new manager and the new manager was chosen by him with the approval of the top management.
Even though the newly appointed manager does not have any managerial experience she was a fast learner as well as a team player.
This particular employee’s argument is that the new manager does not possess the technical background needed for the job like he does. He says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background. Also he claims he only joined the company since he was inspired by the earlier manager’s managing style.
Currently the management does not want to transfer him because it might have a negative impact on the new manager and they are also contemplating it further because the employee also should be heard; two sides to every story.
A three way discussion ha been held (The earlier manger, the new manager, the employee) but so far the decision is pending.
Thanks for your views…………….anything else you’’’ might wanna add?????
Cheers,
Ashra
From Sri Lanka
Well, the promotion was the idea of the old boss since the employees reporting to him grew and he wanted another layer created under him to manage one product line so that half of his employees will report to the new manager and the new manager was chosen by him with the approval of the top management.
Even though the newly appointed manager does not have any managerial experience she was a fast learner as well as a team player.
This particular employee’s argument is that the new manager does not possess the technical background needed for the job like he does. He says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background. Also he claims he only joined the company since he was inspired by the earlier manager’s managing style.
Currently the management does not want to transfer him because it might have a negative impact on the new manager and they are also contemplating it further because the employee also should be heard; two sides to every story.
A three way discussion ha been held (The earlier manger, the new manager, the employee) but so far the decision is pending.
Thanks for your views…………….anything else you’’’ might wanna add?????
Cheers,
Ashra
From Sri Lanka
Ashra
You say
" This particular employee’s argument is that the new manager does not possess the technical background needed for the job like he does. He says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background. Also he claims he only joined the company since he was inspired by the earlier manager’s managing style. "
You also said earlier
" Actually the newly appointed manager was not “recruited”, she was “Promoted” and that’s the reason why this particular employee feels that he cannot work under her since he is far more qualified in the field than her.
But the manager was appointed for her abilities of working hard, working with any one, good communication and most of all the ability to work in a team and help her team achieve which this particular employee lacks. "
1. You very correctly stated that the new manager was appointed for her abilities of working hard, working with any one, good communication skills and most of all the ability to work in a team and help her team achieve which this particular employee lacks.
If the employee lacks the managerial skill required, obviously he cannot be appointed as a manager, and he should accept that a person better qualified to be a manager has been appointed.
2. Technical qualifications - a manager manages - not does the work of - her subordinates. In today's world, managers manage more senior (in years), better qualified employees in spite of being younger and/or less technically qualified, because they can 'manage', while the former cannot. The manager uses the skills and talents of her more technically qualified senior staff to achieve the orgn.'s goals. That is her job and she should be allowed to execute it.
3. Also, do realise that the employee "says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background."
First of all, what does he base 'respect' upon? See my comments above.
Second, while he could be commended for having 'gone through hardship' in spite of coming from a particular 'background', what difference has that made to his abilities? Does he mean that anybody who did not come from the same background as his and faced the same hardships as he did, is NOT competent?
Frankly, I think it is a case of frustrated ambition and intense jealousy.
4. Do also realise that if you pander to his whims, then every other employee will refuse to work for any manager on equally flimsy grounds - and that is going to totally undermine your orgn..
It is better to get rid of one obviously frustrated and disgruntled employee, no matter how highly qualified he is, than to open a Pandora's box of problems if you do not.
Jeroo
From India, Mumbai
You say
" This particular employee’s argument is that the new manager does not possess the technical background needed for the job like he does. He says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background. Also he claims he only joined the company since he was inspired by the earlier manager’s managing style. "
You also said earlier
" Actually the newly appointed manager was not “recruited”, she was “Promoted” and that’s the reason why this particular employee feels that he cannot work under her since he is far more qualified in the field than her.
But the manager was appointed for her abilities of working hard, working with any one, good communication and most of all the ability to work in a team and help her team achieve which this particular employee lacks. "
1. You very correctly stated that the new manager was appointed for her abilities of working hard, working with any one, good communication skills and most of all the ability to work in a team and help her team achieve which this particular employee lacks.
If the employee lacks the managerial skill required, obviously he cannot be appointed as a manager, and he should accept that a person better qualified to be a manager has been appointed.
2. Technical qualifications - a manager manages - not does the work of - her subordinates. In today's world, managers manage more senior (in years), better qualified employees in spite of being younger and/or less technically qualified, because they can 'manage', while the former cannot. The manager uses the skills and talents of her more technically qualified senior staff to achieve the orgn.'s goals. That is her job and she should be allowed to execute it.
3. Also, do realise that the employee "says he could never respect her. He argues she could never know the hardship that he went through since she does not come from the same background."
First of all, what does he base 'respect' upon? See my comments above.
Second, while he could be commended for having 'gone through hardship' in spite of coming from a particular 'background', what difference has that made to his abilities? Does he mean that anybody who did not come from the same background as his and faced the same hardships as he did, is NOT competent?
Frankly, I think it is a case of frustrated ambition and intense jealousy.
4. Do also realise that if you pander to his whims, then every other employee will refuse to work for any manager on equally flimsy grounds - and that is going to totally undermine your orgn..
It is better to get rid of one obviously frustrated and disgruntled employee, no matter how highly qualified he is, than to open a Pandora's box of problems if you do not.
Jeroo
From India, Mumbai
HR is all about managing people and open communication is good.
But working for few days and then jumping to conclusion " I can't work with so and so...................."
This attitude is unhealthy for the organisation as a whole.
Both , the candidate and the manageress should be called for an informal meet over coffee, where the issue can be disscussed, both parties heard and then deciding what to be done.
From India, Mumbai
But working for few days and then jumping to conclusion " I can't work with so and so...................."
This attitude is unhealthy for the organisation as a whole.
Both , the candidate and the manageress should be called for an informal meet over coffee, where the issue can be disscussed, both parties heard and then deciding what to be done.
From India, Mumbai
hi,
well i think no one can comment on anyones knowledge . i think the problem is more likely with the junior otherwise why would an organization hire that person as a junior. in such case it better to move the person as he might create a problem for himself as well as his senior . this kind of compatibility level between a senior and junior of an organization can create a negative environment in the system which might lead to unproductive org.
Regards ,
Aparna
well i think no one can comment on anyones knowledge . i think the problem is more likely with the junior otherwise why would an organization hire that person as a junior. in such case it better to move the person as he might create a problem for himself as well as his senior . this kind of compatibility level between a senior and junior of an organization can create a negative environment in the system which might lead to unproductive org.
Regards ,
Aparna
Hi Azna,
Instead of reacting to their complaint it is high time for HR as wel for management to analyse whats wrong with her,
and i am sure the the ones who are complaining on her cont be better judges than recruiter as wel management. but make sure ur not gone wrong in assessing her abilities in all the perceptions.
hope this is not being latin and greek to u :).
Regards,
Kishore
Instead of reacting to their complaint it is high time for HR as wel for management to analyse whats wrong with her,
and i am sure the the ones who are complaining on her cont be better judges than recruiter as wel management. but make sure ur not gone wrong in assessing her abilities in all the perceptions.
hope this is not being latin and greek to u :).
Regards,
Kishore
HI Azna,
I think this is not his call , if he thinks his line manager is not good on knowledge basis then i think he is wrong cause knowledge can be gain at any point of time, Cause for the managerial level the competencies are different from the executive level ,AND it should be the Management to check and ofcourse he should work with her for altleast 6 months cause this is enough time fot the management and the Employee to see her credibility .
And u may never know the she might have the conclusion that the employee is not good enough .....
Thanks and Regards
Nilesh
From India, Pune
I think this is not his call , if he thinks his line manager is not good on knowledge basis then i think he is wrong cause knowledge can be gain at any point of time, Cause for the managerial level the competencies are different from the executive level ,AND it should be the Management to check and ofcourse he should work with her for altleast 6 months cause this is enough time fot the management and the Employee to see her credibility .
And u may never know the she might have the conclusion that the employee is not good enough .....
Thanks and Regards
Nilesh
From India, Pune
Hi Ashra A very interesting case. Am quite keen in knowing what the orgn. finally decided! Can you let us know? Also, your comments on my earlier post would be welcome. Thanks. Jeroo
From India, Mumbai
From India, Mumbai
Hi Azra,
This employee might have got some impression that his knowledge in some particular area is better than his manager's knowledge and that may be true also.
But If you have hired someone to supervise him, it means the manager must be having some better qualities or superior knowledge in some other aspects. These can be type of projects handled, managerial skills, qualification etc.
I think you may try to convince him using some similar reason.
However it is rightly suggested by Archna and all that this liberty should not be given to employees. It's management that can decide on it.
Hope you will be able to resolve this issue successfully.
Badruddin
This employee might have got some impression that his knowledge in some particular area is better than his manager's knowledge and that may be true also.
But If you have hired someone to supervise him, it means the manager must be having some better qualities or superior knowledge in some other aspects. These can be type of projects handled, managerial skills, qualification etc.
I think you may try to convince him using some similar reason.
However it is rightly suggested by Archna and all that this liberty should not be given to employees. It's management that can decide on it.
Hope you will be able to resolve this issue successfully.
Badruddin
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