Dear Sarika,
set mile stone for next quarter & put in front of your boss. try to achieve the milestone on time. send the monthly leave report to all line mangers abt their team member if the firm is small. start sending mails on b'days of employees. monthly, talk to the employees one by one to know their problems or concerns. make list of problems which you feel need to be sorted out immediately & discuss them with the boss.
if ur boss is not able to see ur work so u have to show him ur work.
j"o dikhta hai ,wahi bikta hai"
so u have to show ur work or work in such a way that result can not be ignored by any one in the co.
start getting suitable candidate to co. at the time of recruitment.
so many things are there to show ur self most dedicated & busy employee.
regards,
From India, Delhi
23set mile stone for next quarter & put in front of your boss. try to achieve the milestone on time. send the monthly leave report to all line mangers abt their team member if the firm is small. start sending mails on b'days of employees. monthly, talk to the employees one by one to know their problems or concerns. make list of problems which you feel need to be sorted out immediately & discuss them with the boss.
if ur boss is not able to see ur work so u have to show him ur work.
j"o dikhta hai ,wahi bikta hai"
so u have to show ur work or work in such a way that result can not be ignored by any one in the co.
start getting suitable candidate to co. at the time of recruitment.
so many things are there to show ur self most dedicated & busy employee.
regards,
From India, Delhi
Hi Sarika,
I know u r bn thugh a hard time,but demotivating ur self is not a solution of problem of yours. Try to find out the reason of your Boss's behaviour. If you r unable to find out the reason then talk to him over the problem and try to find some solution.
Rakesh
From India, Ludhiana
I know u r bn thugh a hard time,but demotivating ur self is not a solution of problem of yours. Try to find out the reason of your Boss's behaviour. If you r unable to find out the reason then talk to him over the problem and try to find some solution.
Rakesh
From India, Ludhiana
Dear Sarika,
Please stop feeling bad, first analyse whether your boss is doing it with the intention of changing your profile and posting you in some other better position or is he doing it to belittle you. I had a boss who used to yell at me but promote me and speak high about my performance with management. It is better you list down your task and also make a presentation to him over a cup of tea as how you go about in your work. Hope things will turn good. Don't think of changing job b'coz this world is full of such bosses.
From India, Indore
Please stop feeling bad, first analyse whether your boss is doing it with the intention of changing your profile and posting you in some other better position or is he doing it to belittle you. I had a boss who used to yell at me but promote me and speak high about my performance with management. It is better you list down your task and also make a presentation to him over a cup of tea as how you go about in your work. Hope things will turn good. Don't think of changing job b'coz this world is full of such bosses.
From India, Indore
Dear Sarika ,
The problem lies with your reporting manager's management style. He might believe that he can able to drive things from you through criticizing your performance. So that you will stretch more to prove yourself.
He could have adopted this management style from his superior, who might have been successful at some part of time.
But no longer, this management style will work.
I would suggest,pl don't drain energy much into this issue, concentrate on your work ,otherwise this itself will lead you to poor performance/less concentration on the given activity. Because your boss might move out at any point of time, but you should not get any visible bad remarks in terms of your performance in the company/with your head of department.
Professionally have a dialogue with him after successfully completing some important task & be clear what is the role and his expectation as a job holder from you. So that you can be more focused on deliverable and results. after some time he will realise your potential and recognize you.
Pl remember,if he is criticising based on your performance,take it positvely and improve yourself.
if he is criticising based on his perception about you,Pl never mind,concentrate on your work.
From India, Madras
The problem lies with your reporting manager's management style. He might believe that he can able to drive things from you through criticizing your performance. So that you will stretch more to prove yourself.
He could have adopted this management style from his superior, who might have been successful at some part of time.
But no longer, this management style will work.
I would suggest,pl don't drain energy much into this issue, concentrate on your work ,otherwise this itself will lead you to poor performance/less concentration on the given activity. Because your boss might move out at any point of time, but you should not get any visible bad remarks in terms of your performance in the company/with your head of department.
Professionally have a dialogue with him after successfully completing some important task & be clear what is the role and his expectation as a job holder from you. So that you can be more focused on deliverable and results. after some time he will realise your potential and recognize you.
Pl remember,if he is criticising based on your performance,take it positvely and improve yourself.
if he is criticising based on his perception about you,Pl never mind,concentrate on your work.
From India, Madras
Hi Sarika,
With age & experience, few bosses tend to get egoistic. And when they feel their juniors have better calibre, chances are aplenty to cause a feeling of insecurity in them... something that the poor juniors wont ever realize and are unnecesarily strained mentally.
There could be reasons other than performance for a boss to criticize, BUT performance is the safest way to criticize!
A face to face discussion is the need of the hour... Cheer up & talk things straight :)
From India, Hyderabad
With age & experience, few bosses tend to get egoistic. And when they feel their juniors have better calibre, chances are aplenty to cause a feeling of insecurity in them... something that the poor juniors wont ever realize and are unnecesarily strained mentally.
There could be reasons other than performance for a boss to criticize, BUT performance is the safest way to criticize!
A face to face discussion is the need of the hour... Cheer up & talk things straight :)
From India, Hyderabad
Dear Sarika
It takes a lot of maturity and understanding on our part to take criticism. Please do not take it as any personal remark on you.
If I would be in such a predicament , I would do the following:
1.Introspect, without feeling victimized, the entire scenario. Will recollect if I ever had offended him in any way. Or if any action of mine / mannerism is not liked by him.
2. Did I take his feedback , including performance feedback, seriously/ constructively and improved ?
3.Will take appointment with him and talk to him in a matter of fact manner the reason of his being so crossed with me. Put my thoughts on the issue in most objective way.
4. Analyse his feedback in most neutral manner and will try to improve in areas wherein the feedback is found to be valid.
5. Will leave the boss if come to conclusion that his crticism is not valid or ego/ personality based.
Best of Luck
Mohan
From India
It takes a lot of maturity and understanding on our part to take criticism. Please do not take it as any personal remark on you.
If I would be in such a predicament , I would do the following:
1.Introspect, without feeling victimized, the entire scenario. Will recollect if I ever had offended him in any way. Or if any action of mine / mannerism is not liked by him.
2. Did I take his feedback , including performance feedback, seriously/ constructively and improved ?
3.Will take appointment with him and talk to him in a matter of fact manner the reason of his being so crossed with me. Put my thoughts on the issue in most objective way.
4. Analyse his feedback in most neutral manner and will try to improve in areas wherein the feedback is found to be valid.
5. Will leave the boss if come to conclusion that his crticism is not valid or ego/ personality based.
Best of Luck
Mohan
From India
Hi,
Sarika, you need to understand the requirements of your position & as well as of your boss. Such things do happen in many organistions
Go to your boss & find out the his / her requirements
I am sure this will solve the problem
Regards
Bharat
From Switzerland, Langenthal
Sarika, you need to understand the requirements of your position & as well as of your boss. Such things do happen in many organistions
Go to your boss & find out the his / her requirements
I am sure this will solve the problem
Regards
Bharat
From Switzerland, Langenthal
Hi Sarika,
First thing first, You have to shoe maturity in your approach.
Daily list out your assignment for tommrrow what you are going to do.
Next day morning meet your boss and report him your this agenda of the day
Generally, reports starts with first priority to list priority,may be following kind:
Statutory Compliances-PF,ESIC,Factory Act Compliance etc
Legal Matters- Pending Court Cases and follow-up with lawyers
Meetings with Government Authorities
Other meetings
Training Schedule-
Recruitment process and Interview Schedule
Transfer cases
Full & Final Settlement cases
Performance Appraisal
Annual Increments
Any thing else which consume your time.
If you brief your boss daily he will come to know what exactly you are doing and your utility to the organization.
Because most of HR or P&A functions has very silent features it is not visible therefore we have to highlight to our boss. Simultaneously boss recognise your role is cushion to him and he need not to pay attention to critical issues of HR or P&A functions and you are capable of taking care independently you will earned recognition from him that you save his valuable time.
Regards
Sawant
From Saudi Arabia
First thing first, You have to shoe maturity in your approach.
Daily list out your assignment for tommrrow what you are going to do.
Next day morning meet your boss and report him your this agenda of the day
Generally, reports starts with first priority to list priority,may be following kind:
Statutory Compliances-PF,ESIC,Factory Act Compliance etc
Legal Matters- Pending Court Cases and follow-up with lawyers
Meetings with Government Authorities
Other meetings
Training Schedule-
Recruitment process and Interview Schedule
Transfer cases
Full & Final Settlement cases
Performance Appraisal
Annual Increments
Any thing else which consume your time.
If you brief your boss daily he will come to know what exactly you are doing and your utility to the organization.
Because most of HR or P&A functions has very silent features it is not visible therefore we have to highlight to our boss. Simultaneously boss recognise your role is cushion to him and he need not to pay attention to critical issues of HR or P&A functions and you are capable of taking care independently you will earned recognition from him that you save his valuable time.
Regards
Sawant
From Saudi Arabia
Sarika
If your boss is indicating that you have a performance issue, make a commitment to sit with him and work out your performance objectives...something that you both can agree to and that you both agree is realistic, given that it is you alone.
Once the objectives have been agreed, work out the percentage of time that you need to devote to each objective so that you can deliver the outcome/s expect. Once you start working with the numbers you will know if you need help or not to deliver - 100% means you are within your comfortable zone with regard to your competence. I would suggest your stretch yourself to about 120% so that you remain challenged. Beyond that you will need assistance to deliver.
As for critiquing you in front f other people, there is certainly another issue sitting behind what is going on and your boss is using your performance to manifest his emotions.
Have a very open conversation and let him know how you feel (respectfully). Recognize that it may be a difficult conversation and say so (this usually helps in lowering the temperature of the atmosphere). But difficult as it may be, let him know that you have the best interests of the organization at heart and that you are willing to assist in resolving whatever issues are presenting. Ask him to be open and honest with you as well so that you both know where you stand.
Indicate that you are feeling some tension and you would like to know what the issue is so that you can both agree a workable solution to continue to deliver superior results to the organization.
Indicate your willingness to forge a professional relationship that can be a hallmark for the rest of the organization and your desire to protect the image and reputation of the organization..because at the end of the day the behaviour of persons within the organization define both its culture and reputation.
My own sense is that the tension may be stemming from the fact that you are doing very well and possibly with little guidance from him. And that's fine, because that is what you are supposed to be doing. I agree with other persons who have suggested you attempt to get to the root cause of the issue - no guarantee this is going to be easy or that he will accept that there is a root cause.
The bigger issue here, at least for me, is the male/female divide, which organizations and men, in particular, refuse to acknowledge as the fundamental source of a lot of the conflicts which present in organizations. This is especially so where women prove themselves to be competent enough to manage their business affairs with little support (we actually have to work twice as hard - unfortunately).
I say to speak your truth respectfully. Be consistent in delivering superior results. Keep all relevant documentation as evidence of your performance. Continue - as much as is comfortable for you - to engage him in conversations which bring both of you to the point of agreement on what is best for the organization.
Hope this helps.
Angela
From Trinidad and Tobago, Chaguanas
If your boss is indicating that you have a performance issue, make a commitment to sit with him and work out your performance objectives...something that you both can agree to and that you both agree is realistic, given that it is you alone.
Once the objectives have been agreed, work out the percentage of time that you need to devote to each objective so that you can deliver the outcome/s expect. Once you start working with the numbers you will know if you need help or not to deliver - 100% means you are within your comfortable zone with regard to your competence. I would suggest your stretch yourself to about 120% so that you remain challenged. Beyond that you will need assistance to deliver.
As for critiquing you in front f other people, there is certainly another issue sitting behind what is going on and your boss is using your performance to manifest his emotions.
Have a very open conversation and let him know how you feel (respectfully). Recognize that it may be a difficult conversation and say so (this usually helps in lowering the temperature of the atmosphere). But difficult as it may be, let him know that you have the best interests of the organization at heart and that you are willing to assist in resolving whatever issues are presenting. Ask him to be open and honest with you as well so that you both know where you stand.
Indicate that you are feeling some tension and you would like to know what the issue is so that you can both agree a workable solution to continue to deliver superior results to the organization.
Indicate your willingness to forge a professional relationship that can be a hallmark for the rest of the organization and your desire to protect the image and reputation of the organization..because at the end of the day the behaviour of persons within the organization define both its culture and reputation.
My own sense is that the tension may be stemming from the fact that you are doing very well and possibly with little guidance from him. And that's fine, because that is what you are supposed to be doing. I agree with other persons who have suggested you attempt to get to the root cause of the issue - no guarantee this is going to be easy or that he will accept that there is a root cause.
The bigger issue here, at least for me, is the male/female divide, which organizations and men, in particular, refuse to acknowledge as the fundamental source of a lot of the conflicts which present in organizations. This is especially so where women prove themselves to be competent enough to manage their business affairs with little support (we actually have to work twice as hard - unfortunately).
I say to speak your truth respectfully. Be consistent in delivering superior results. Keep all relevant documentation as evidence of your performance. Continue - as much as is comfortable for you - to engage him in conversations which bring both of you to the point of agreement on what is best for the organization.
Hope this helps.
Angela
From Trinidad and Tobago, Chaguanas
Hiiiiiiiiiiiiiiiiii cool.......cool
If ur boss not saying something .he don't boss.any boss do not like something mistake in anywork.frist time ur mistake ur boss not talking serious he knw u will be habbitutal as it work.so pl. do taking serious and alway be happy.
This is part of life so u should be never taking serious.without struggle no life .
he aspeaking for ur carrier.if u r going any other company thier have got every think . then u learned why had boss said.when will be make boss then u r try to understand.
what do boss?
lavakush
From India, Delhi
If ur boss not saying something .he don't boss.any boss do not like something mistake in anywork.frist time ur mistake ur boss not talking serious he knw u will be habbitutal as it work.so pl. do taking serious and alway be happy.
This is part of life so u should be never taking serious.without struggle no life .
he aspeaking for ur carrier.if u r going any other company thier have got every think . then u learned why had boss said.when will be make boss then u r try to understand.
what do boss?
lavakush
From India, Delhi
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