Dear Sonali,
The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
3The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
Dear Sonali,
The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
Dear Ms Sonali,
The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
The ideas of the members will certainly guide you to over come the present crisis in the organisation. The interpersonal relationship among the employees has to be improved. Root cause analysis of the problem and instituting suitable remedial measure, and follow up do help in solving the problems.
The crisis faced by you is a common one in today's work environment where lack of internal security and mutual trust among the employees prevails at certain level. At the same time the infused ambition to grow higher by beating one another is a proven factor for restlessness among the people is one of the guiding factors for their particular behaviours.
There is always a reason for becoming 'defensive' and 'close' while working with the people. Her (the employee you have mentioned) past experience and subsequent impressions in her mind may be the probable cause of her current behaviour which appears imbued with lack of trust in her co-employees. "Just do my duty for what I am paid" - appears to be her own developed service-policy.
From your report, it appears that she is competent and has been diligently discharging her assigned duties. Because of which she is an expert. She wants to keep a professional relationship and not more than this. She does not want to sit after 6 p.m. - is an indicative of this. But she must be following the routine working hours of the company. This can not be termed as a wrong practice.
From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception.
Now the point is how to extract more from her. Taking the output by imposing something and/or by forceful means is a temporary solution and may not last for longer period. Improvement in interpersonal relationship by generating mutual trust eradicates any kind of fear, and builds up confidence.
Now the question arises, how to improve the mutual trust? This is a subject for your contemplation.
At the same time, for instant solution there is a need to device certain methods for compliance of all to eliminate the concentration of knowledge/power at one person/place for which our dear members have already suggested you.
i) Evaluate Job Descriptions, Duties and Responsibilities of employees.
ii) Rules & regulations of the company are for each and every employee to adhere with. All possible care must be taken in order to win the employees support and motivation while framing any rule/regulation. There must be indicatives of mutually beneficial for organisation and employees as well.
ii) Following the rule - "I am OK - You are OK" is beneficial.
Wish you all the best.
Regards,
Sanjeev Bakshi
From India, Madras
hI Sonali,
Mr.Mayur Shinde has given an apt solution to deal with such cases. Today knowledge management has become so important that if an employee doesn't share the information with others, Companies will simply sack the employee saying that they don't want such an employee for their company.
Managing knowledge has become an important thing in modern days and this should be made known to her. Employee counseling as Mr. Phanindra suggests is also a good option so that we can know what is haunting her and allow her to express her emotions freely and let everything hidden come out. She has to be handled carefully to get the desired result. Give her sufficient opportunity to change herself. Otherwise... the option is always there.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
Mr.Mayur Shinde has given an apt solution to deal with such cases. Today knowledge management has become so important that if an employee doesn't share the information with others, Companies will simply sack the employee saying that they don't want such an employee for their company.
Managing knowledge has become an important thing in modern days and this should be made known to her. Employee counseling as Mr. Phanindra suggests is also a good option so that we can know what is haunting her and allow her to express her emotions freely and let everything hidden come out. She has to be handled carefully to get the desired result. Give her sufficient opportunity to change herself. Otherwise... the option is always there.
M.J. SUBRAMANYAM, BANGALORE
From India, Bangalore
Dear All,
Thanks for your valuable suggestions......Counselling her is a good option..I thought of this earlier as well, but what if she takes in a negative manner.... right now I don't have anyone to perform her duties.... i can't afford to loose her at this point in time...she is responsible for our revenue development..Also if tommorow we hire new employee.. I will not be able to bear the cost of 2 employees...Even we would not like her to go.. infact we would have to take new resource at a higher cost....I am confused.. rather I am afraid what if she takes in a negative sense...
Regards,
Sonali
From India, Pune
Thanks for your valuable suggestions......Counselling her is a good option..I thought of this earlier as well, but what if she takes in a negative manner.... right now I don't have anyone to perform her duties.... i can't afford to loose her at this point in time...she is responsible for our revenue development..Also if tommorow we hire new employee.. I will not be able to bear the cost of 2 employees...Even we would not like her to go.. infact we would have to take new resource at a higher cost....I am confused.. rather I am afraid what if she takes in a negative sense...
Regards,
Sonali
From India, Pune
Dear Sonali,
Please do not get confused. Why to think of loosing anything.
I will remind you the few facts.
Trust invites Trust.
Faith generates Faith in others and all where.
Love generates Love all where - and is a life.
Doubt generates Doubt - and is a poison.
The comments of our members are quite useful. Please go through all the comments carefully. Be positive in your approach whatever it may be. Being judgmental would prove wrong. Positive brings positive in human interpersonal relationships (different is the case of 'Theory of Magnetism' in science).
Wish you all the best.
Sanjeev Bakshi, Hyderabad
From India, Madras
Please do not get confused. Why to think of loosing anything.
I will remind you the few facts.
Trust invites Trust.
Faith generates Faith in others and all where.
Love generates Love all where - and is a life.
Doubt generates Doubt - and is a poison.
The comments of our members are quite useful. Please go through all the comments carefully. Be positive in your approach whatever it may be. Being judgmental would prove wrong. Positive brings positive in human interpersonal relationships (different is the case of 'Theory of Magnetism' in science).
Wish you all the best.
Sanjeev Bakshi, Hyderabad
From India, Madras
Thanks sanjeev for highlighting an important bias through this sentence:
"From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception"...
From India, Delhi
"From a different angle, I am to add that we see the things not as they are, but what actually we want to see in things as per our own perception"...
From India, Delhi
i would like to begin with thanking mr subramanyam for reaffirming the importance of "knowledge mgmt".
i have personally set up systems to capture knowledge via FAQs and "intermediary position of trainer" in tech support/ customer services...and faced this challenge with the entire sales team at one of my prev employers..
we designed a powerful CRM based on "hard data" and "soft data: superficial updates/ in interactions"..
and we were able to remove the lack of bargaining power with a salesman when he threatens to leave n lose accounts...
but this is where the similiarity ends...
there are plenty of professions wherein knowledge is not transmitted to a junior and it is ok...
leading professors, scientists, skilled craftsmen eg beer makers/ glass makers etc retain IPR/ copyrights in their name....
same goes for highly skilled domain experts eg lawyers/ CA/ even a HR professional...
people start consultancy firms/ conduct trainings solely based on "knowledge"...
notwithstanding anything,
MIT has started a b'ful venture "OCW" ie open courseware...
they have put few thousand courses in public domain...
same goes for Project Gutenberg...
From India, Delhi
i have personally set up systems to capture knowledge via FAQs and "intermediary position of trainer" in tech support/ customer services...and faced this challenge with the entire sales team at one of my prev employers..
we designed a powerful CRM based on "hard data" and "soft data: superficial updates/ in interactions"..
and we were able to remove the lack of bargaining power with a salesman when he threatens to leave n lose accounts...
but this is where the similiarity ends...
there are plenty of professions wherein knowledge is not transmitted to a junior and it is ok...
leading professors, scientists, skilled craftsmen eg beer makers/ glass makers etc retain IPR/ copyrights in their name....
same goes for highly skilled domain experts eg lawyers/ CA/ even a HR professional...
people start consultancy firms/ conduct trainings solely based on "knowledge"...
notwithstanding anything,
MIT has started a b'ful venture "OCW" ie open courseware...
they have put few thousand courses in public domain...
same goes for Project Gutenberg...
From India, Delhi
What a meaningful discussion,it turned out to be, drawing some enlightened minds to deliberate on an issue that is most commonly nagging any knowledge based industry in modern era. While Mr.Mahesh, Mayur and Rana suggested some practical solutions, Mr.Sanjeev drew the attention of members to the need to avoid selective perception (seeing what one wants to see) in dealing with such situations and yet again Mr.Subramanyam and Rana highlighted the need to infuse sensitivity in handling problems relating to knowledge management. Hats off to all members and most importantly Sonali Neve for generating the discussion.
B.Saikumar
Mumbai
From India, Mumbai
B.Saikumar
Mumbai
From India, Mumbai
Hi Sonali,
A give and take policy can be introduced when any knowledge management initiative is to be implemented.The employee(the lady) should be able to open up and share her knowledge with her colleagues. For this, she should be motivated to do so.Try implementing a knowledge management initiative throughout your Organisation,Encourage each and every employee to take part in it.This would naturally drive her in breaking her shell into sharing and gaining knowledge as all others are also involved in it.This would act as a reassurance for her that, she is also gaining something when she is sharing her knowledge.Also introduce some rewards and awards for any efficient and effective contributor to this knowledge management system.
Regards,
Meera
From India, Madras
A give and take policy can be introduced when any knowledge management initiative is to be implemented.The employee(the lady) should be able to open up and share her knowledge with her colleagues. For this, she should be motivated to do so.Try implementing a knowledge management initiative throughout your Organisation,Encourage each and every employee to take part in it.This would naturally drive her in breaking her shell into sharing and gaining knowledge as all others are also involved in it.This would act as a reassurance for her that, she is also gaining something when she is sharing her knowledge.Also introduce some rewards and awards for any efficient and effective contributor to this knowledge management system.
Regards,
Meera
From India, Madras
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