Hi Guys,
I know SARI for quite a while the person who started this query, and she is quite experienced. Hence please limit your comments to alternative solutions or provide solutions after going through the entire post.
Please suggest a solution considering the seniority of the person who has started this thread. What I mean is respect the person's intelligence.
This is not to offend any of you guys who are here to support but to avoid repetation of the same solution over and over again.
Regards,
AJ
From India, Thana
97I know SARI for quite a while the person who started this query, and she is quite experienced. Hence please limit your comments to alternative solutions or provide solutions after going through the entire post.
Please suggest a solution considering the seniority of the person who has started this thread. What I mean is respect the person's intelligence.
This is not to offend any of you guys who are here to support but to avoid repetation of the same solution over and over again.
Regards,
AJ
From India, Thana
Hi Sari
1. Give your subordinate in wirting proper responsibilty & authority
2. Always take proper feeback & check time to time whether they have completed their assigned work this will avoid confusion & communication gap
3. Try to be friendly with your subordinate but at the same time make sure they do their work properly.
Slowly develope the feeling of responsibility among the subordinate so that time should come when you do not have to take any follow up they themselve should feel responsible for the assigned job.
But manager should never forget to reward there suordinate for their good job.
Nikhat
From India, Baleshwar
1. Give your subordinate in wirting proper responsibilty & authority
2. Always take proper feeback & check time to time whether they have completed their assigned work this will avoid confusion & communication gap
3. Try to be friendly with your subordinate but at the same time make sure they do their work properly.
Slowly develope the feeling of responsibility among the subordinate so that time should come when you do not have to take any follow up they themselve should feel responsible for the assigned job.
But manager should never forget to reward there suordinate for their good job.
Nikhat
From India, Baleshwar
Dear Sari,
I do not think firing could be the most effective answer to your predicament. Istead try the fininf system.
This couldbe done by designing a point system for the PL & PM where leadership effectivity will be an integral part of their performance.
A decent weightage must be given to this.
You could also start publicising the same in the organisation which will compel the leaders to do something about their leadership.
You could start with an intensive leaderhip programme which will include suggestion & creative inputs for effective leadership.
This would probably be the final attempt & make them aware of the consequences if they dont come around.
Firing will be the ultimate option.
Hope you will be successful next time round.
Keep me posted & I would be glad to help at every stage if required.
Regards
Gogo
From India, Pune
I do not think firing could be the most effective answer to your predicament. Istead try the fininf system.
This couldbe done by designing a point system for the PL & PM where leadership effectivity will be an integral part of their performance.
A decent weightage must be given to this.
You could also start publicising the same in the organisation which will compel the leaders to do something about their leadership.
You could start with an intensive leaderhip programme which will include suggestion & creative inputs for effective leadership.
This would probably be the final attempt & make them aware of the consequences if they dont come around.
Firing will be the ultimate option.
Hope you will be successful next time round.
Keep me posted & I would be glad to help at every stage if required.
Regards
Gogo
From India, Pune
Hi Sari,
You can never change the attitude of senior management. So its only possible to make the employees understand. Continue counselling them on a positive path so that they feel that the seniors are just putting out their frustrations on them and that the employees work and personal lives should not get affected due to them. Try to implement the concepts of Quality of Work Life.
You can never change the attitude of senior management. So its only possible to make the employees understand. Continue counselling them on a positive path so that they feel that the seniors are just putting out their frustrations on them and that the employees work and personal lives should not get affected due to them. Try to implement the concepts of Quality of Work Life.
Hi Sari,
I may sound too junior to suggest you. But I think, You can have an open house meet. In the begining itself, you can instruct the team that, if you want to get your issue resolved, then pleasebe open & HEALTHY!!
Secondly, you can work out on case to case basis situation.Talk with the sub ordinates & make them understand that why this is happening so!
You are in HR. You have to be a bridge between the departments.
I hope I am on right track :-)
All the Best
Manasi
:-)
From Japan
I may sound too junior to suggest you. But I think, You can have an open house meet. In the begining itself, you can instruct the team that, if you want to get your issue resolved, then pleasebe open & HEALTHY!!
Secondly, you can work out on case to case basis situation.Talk with the sub ordinates & make them understand that why this is happening so!
You are in HR. You have to be a bridge between the departments.
I hope I am on right track :-)
All the Best
Manasi
:-)
From Japan
Hello Sari:
>... is any better way of dealing with the subordinates to get the work done with in specified time<
Yes.
> why cant one give instructions, instead giving orders.<
Most managers are managers for reasons other than their managerial talent.
>i have only been counselling employees about work pressure, tasks, and trying to acknowledge them with some surprises like taking them for a movie/ giving them lunch parties.<
My boss tried that with our engineering department but he did it only once-- employees need an engaged workday not more fun during non-work time.
>Senior staff are here when the company was born, they might not like being counselled, how do you think i should convey the grievance of employees to them.<
Has the senior staff had the pleasure of a 360 feedback?
Bob Gately
From United States, Chelsea
>... is any better way of dealing with the subordinates to get the work done with in specified time<
Yes.
> why cant one give instructions, instead giving orders.<
Most managers are managers for reasons other than their managerial talent.
>i have only been counselling employees about work pressure, tasks, and trying to acknowledge them with some surprises like taking them for a movie/ giving them lunch parties.<
My boss tried that with our engineering department but he did it only once-- employees need an engaged workday not more fun during non-work time.
>Senior staff are here when the company was born, they might not like being counselled, how do you think i should convey the grievance of employees to them.<
Has the senior staff had the pleasure of a 360 feedback?
Bob Gately
From United States, Chelsea
No, firing the team member is not a good thing and we should educate the subordinate regarding the importance of the work and we should make him to feel as a responsible person for that work. so, we need to force him for anything.
Regards,
Raghunath Deepala
From India, Visakhapatnam
Regards,
Raghunath Deepala
From India, Visakhapatnam
Hi Sari,
I am facing a similar problem where the managers feel they are a class apart, they flaunt liberties, break rules and dismiss complaints from team members. My suggestions are taken as interference. I am stuck with this attitude and trying to find ways of addressing it but nothing seems to work as I find the willingness not there in the managers. :wacko:
From India, Delhi
I am facing a similar problem where the managers feel they are a class apart, they flaunt liberties, break rules and dismiss complaints from team members. My suggestions are taken as interference. I am stuck with this attitude and trying to find ways of addressing it but nothing seems to work as I find the willingness not there in the managers. :wacko:
From India, Delhi
Often the reason of employees' frustration is not the fact they receive an order to do something but it is the lack of freedom on how to accomplish a task.
It's important sometimes to tell them what to do (your role as a manager executing the strategy of the company), however, leave them the freedom on the how...
It's important sometimes to tell them what to do (your role as a manager executing the strategy of the company), however, leave them the freedom on the how...
Hi Neena,
Please read my previous post in this thread.
What I would suggest is get a trainer, tell him your problems and name out the employees who have been giving you troubles. Discuss in detail their profiles of course without their knowlege. Arrange a training schedule for the same.
I am sure it will help, Usually what happens is when people become seniors irrespective of being managers or not they have a tendency to turn a deaf ear to anyone junior even from other departments. All this is generally because of insecurity or personal problems at home which they wont be very comfortable discussing with the HR team, its kind of giving away your weakness. Hence if its a third person without any association to your company and if its a one to one discussion it would be easy for them to open up or take advise.
Regards,
AJ
From India, Thana
Please read my previous post in this thread.
What I would suggest is get a trainer, tell him your problems and name out the employees who have been giving you troubles. Discuss in detail their profiles of course without their knowlege. Arrange a training schedule for the same.
I am sure it will help, Usually what happens is when people become seniors irrespective of being managers or not they have a tendency to turn a deaf ear to anyone junior even from other departments. All this is generally because of insecurity or personal problems at home which they wont be very comfortable discussing with the HR team, its kind of giving away your weakness. Hence if its a third person without any association to your company and if its a one to one discussion it would be easy for them to open up or take advise.
Regards,
AJ
From India, Thana
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