Dear Amee,
I agree with Nirmal, Amit, Vishal, and Ulka. These things are actually common, and being an HR, your role is to implement these policies and make the employees understand these policies and procedures. Yes, it takes time to make them understand and convince them, but at the end, you'll feel satisfied once you do it... that'll be your success as a real HR.
Regards,
Savita
From India, Hyderabad
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I agree with Nirmal, Amit, Vishal, and Ulka. These things are actually common, and being an HR, your role is to implement these policies and make the employees understand these policies and procedures. Yes, it takes time to make them understand and convince them, but at the end, you'll feel satisfied once you do it... that'll be your success as a real HR.
Regards,
Savita
From India, Hyderabad
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I was in the same position, facing the very same problems at my last job where I served for almost two and a half years. I agree it's really very frustrating if you are working for the people and they do not accept you for executing an administration at an age half than theirs.
What I would suggest is to always bring your boss into confidence first. Next, you should conduct meetings in various departments and explain your objectives. You can ask the staff members that their positive and useful feedback on the subject of any organizational policy will always be welcomed. You should not fight about the existence of your department; rather, you should show your empathy towards them and deal with them. Believe me, you will learn a lot this way about various behaviors, politics, and dealing with people. All the best.
From Pakistan, Islamabad
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3What I would suggest is to always bring your boss into confidence first. Next, you should conduct meetings in various departments and explain your objectives. You can ask the staff members that their positive and useful feedback on the subject of any organizational policy will always be welcomed. You should not fight about the existence of your department; rather, you should show your empathy towards them and deal with them. Believe me, you will learn a lot this way about various behaviors, politics, and dealing with people. All the best.
From Pakistan, Islamabad
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Hi Amee,
This may be the case that they are not following any new rule introduced by you. Perhaps they don't understand the need for this change as things were previously running smoothly, and they believe it should remain the same.
By engaging them in activities that pique their interest in following new procedures, you can capture their attention and gradually introduce other HR policies that will eventually be accepted. Change often meets resistance, so it should be implemented gradually.
Asha
Executive HR
From India, Indore
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This may be the case that they are not following any new rule introduced by you. Perhaps they don't understand the need for this change as things were previously running smoothly, and they believe it should remain the same.
By engaging them in activities that pique their interest in following new procedures, you can capture their attention and gradually introduce other HR policies that will eventually be accepted. Change often meets resistance, so it should be implemented gradually.
Asha
Executive HR
From India, Indore
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Hey Amee,
I agree with Amit, Vishal, and Ulka. I think it's the best time to test your potential and abilities as an HR. Just stay in there and see that when you are strict about the employees following the policies, make sure you also consider the management and employees in it!!
All the best, dear! :)
From India, Mumbai
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I agree with Amit, Vishal, and Ulka. I think it's the best time to test your potential and abilities as an HR. Just stay in there and see that when you are strict about the employees following the policies, make sure you also consider the management and employees in it!!
All the best, dear! :)
From India, Mumbai
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Dear Amee,
HR - Management (M) is an art where we need to learn the quality of managing men tactfully. Please do not get demotivated. This is a common issue because people do not welcome change in a healthy way. Speak to your boss and ask him to counsel the employees that the new policies are implemented for their benefits. I am sure it will work.
Regards,
R
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HR - Management (M) is an art where we need to learn the quality of managing men tactfully. Please do not get demotivated. This is a common issue because people do not welcome change in a healthy way. Speak to your boss and ask him to counsel the employees that the new policies are implemented for their benefits. I am sure it will work.
Regards,
R
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I have come across many companies are like this. though the policies are there, they dont want to follow the same. based on the bosses only they will run the organisations.
From India, Hyderabad
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From India, Hyderabad
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Dear Amee,
It is very embarrassing. Don't give up. At first, take your MD into your confidence and implement some team-building activities among your staff. If this technique is not suitable for you, considering your small staff, organize a picnic to bring them together.
Arrange for external facilitators to conduct games focusing on team building and interpersonal relations. This plays a vital role in fostering a positive work environment. Ask the facilitators to discuss HR practices in other companies within similar industries.
I believe this approach will be beneficial for you. If some employees are resistant to change, my advice is to gradually recruit new staff and replace them one by one with the approval of your MD.
Regards,
JK
From India, Madras
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It is very embarrassing. Don't give up. At first, take your MD into your confidence and implement some team-building activities among your staff. If this technique is not suitable for you, considering your small staff, organize a picnic to bring them together.
Arrange for external facilitators to conduct games focusing on team building and interpersonal relations. This plays a vital role in fostering a positive work environment. Ask the facilitators to discuss HR practices in other companies within similar industries.
I believe this approach will be beneficial for you. If some employees are resistant to change, my advice is to gradually recruit new staff and replace them one by one with the approval of your MD.
Regards,
JK
From India, Madras
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This is somewhere I feel the HR job is very challenging. I think if we have to do typical activities in HR, then what's the difference in HR and admin. An admin can do those activities very well.
Kindly keep the four "C" of HR in mind.
1. Competent - HR should be competent enough to make the right decisions and convince people of its benefits.
2. Caring for others - Don't forget that employees are our customers; we have to serve them in a better way so they can put in their best efforts, and they don't get worried about things other than their work at the place.
3. Courageous - We should be courageous. If policies are laid down, we have to implement them with full force. Sometimes we have to set examples so that others would never try that in the future. It can only be done with the help of management, so first, we should convince management of that.
Here, don't forget that "policies should not be too rigid to override and too flexible to create a mess."
Rules are laid down to handle the situations by and large, but we cannot treat every person in the same way, so rules can be overridden.
4. Curious - HR should be curious to know new things and ways to improve work situations. Though there are standard policies to work in a particular segment, putting something new to encourage employees is not bad unless it harms the business.
Hope it will help you.
Best regards,
From India, New Delhi
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Kindly keep the four "C" of HR in mind.
1. Competent - HR should be competent enough to make the right decisions and convince people of its benefits.
2. Caring for others - Don't forget that employees are our customers; we have to serve them in a better way so they can put in their best efforts, and they don't get worried about things other than their work at the place.
3. Courageous - We should be courageous. If policies are laid down, we have to implement them with full force. Sometimes we have to set examples so that others would never try that in the future. It can only be done with the help of management, so first, we should convince management of that.
Here, don't forget that "policies should not be too rigid to override and too flexible to create a mess."
Rules are laid down to handle the situations by and large, but we cannot treat every person in the same way, so rules can be overridden.
4. Curious - HR should be curious to know new things and ways to improve work situations. Though there are standard policies to work in a particular segment, putting something new to encourage employees is not bad unless it harms the business.
Hope it will help you.
Best regards,
From India, New Delhi
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Dear Seniors,
I am also facing the similar issue.
I am working in a very small company having a staff of 25 people here, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization, and most of them are Gujarati. Most of the relatives, friends, and very close to directors, even a small discussion becomes an issue here, and then my chair is in danger. It's a broking house.
There was no HR earlier, and the system is really spoiled. I have joined here in September and made policies, procedures, attendance, and time management systems, etc.
As these employees have never followed any rule and are aware that our MD will not throw them out in any case, they are all harassing me in different ways.
This is not affecting me much, and this is really making things difficult.
As both my Directors are just opposite – father is good at planning things, and son is just good at executing... But both don't agree to one decision made.
What shall I do in such a case and how to handle them?
Awaiting response.
Regards,
Lekha
From India, Mumbai
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I am also facing the similar issue.
I am working in a very small company having a staff of 25 people here, out of which 80% of the staff are very old and have been working for almost 5 to 10 years in this organization, and most of them are Gujarati. Most of the relatives, friends, and very close to directors, even a small discussion becomes an issue here, and then my chair is in danger. It's a broking house.
There was no HR earlier, and the system is really spoiled. I have joined here in September and made policies, procedures, attendance, and time management systems, etc.
As these employees have never followed any rule and are aware that our MD will not throw them out in any case, they are all harassing me in different ways.
This is not affecting me much, and this is really making things difficult.
As both my Directors are just opposite – father is good at planning things, and son is just good at executing... But both don't agree to one decision made.
What shall I do in such a case and how to handle them?
Awaiting response.
Regards,
Lekha
From India, Mumbai
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Dear Amee,
You should first measure the abilities/capabilities and duties/responsibilities of each employee in their current position, as HR policies are always designed according to positions. Treating individuals in finance, sales, administration, or supervisory roles in the same manner does not make sense, as each role comes with its own set of duties and responsibilities. It is important to ensure that your policies do not negatively impact any individual.
Sanjeev
From India, Delhi
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You should first measure the abilities/capabilities and duties/responsibilities of each employee in their current position, as HR policies are always designed according to positions. Treating individuals in finance, sales, administration, or supervisory roles in the same manner does not make sense, as each role comes with its own set of duties and responsibilities. It is important to ensure that your policies do not negatively impact any individual.
Sanjeev
From India, Delhi
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