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Dear Priyanka
Dont worry, its very normal problem, let your boss handle the same, let every one go to your boss, when he approves any requests of employees, kindly do not act on such approvals, when employees will turn to you for getting the same either to be recorded or implemented.When asked reason for such absurd behaviour, state that employees had over thrown the reporting protocol, after two three such incidents your boss will see to it that, things go as you suggest and you will get what you wished for, always remember solution is respected and accepted when there is a problem, and if you want to earn rest in the said situation then create problem and then deliver solution.
Its very nasty idea,but very practical.
Regards
Octavious
From India, Mumbai
Dont worry, its very normal problem, let your boss handle the same, let every one go to your boss, when he approves any requests of employees, kindly do not act on such approvals, when employees will turn to you for getting the same either to be recorded or implemented.When asked reason for such absurd behaviour, state that employees had over thrown the reporting protocol, after two three such incidents your boss will see to it that, things go as you suggest and you will get what you wished for, always remember solution is respected and accepted when there is a problem, and if you want to earn rest in the said situation then create problem and then deliver solution.
Its very nasty idea,but very practical.
Regards
Octavious
From India, Mumbai
Dear all,
Mr.kameswarao reply is self explanatoty and enough to understand the nature of this issue with Ms Priyanka's experience and her place in the office administrative set-up.
She cannot undertake any function until she prepare some policy and empower HR within that policy to approve HR issues.
She specifically asked about Half day leave. Employee's are being approached to the director for approval. But if Director is their Head of Department its obvious that they will approach to Director and not to HR. because HR is not responsible for sanctioning of such Leaves of employees who do not report to HR or work in HR department.
Please remember half knowledge is dangerous.........:-D
Badlu
From Saudi Arabia
Mr.kameswarao reply is self explanatoty and enough to understand the nature of this issue with Ms Priyanka's experience and her place in the office administrative set-up.
She cannot undertake any function until she prepare some policy and empower HR within that policy to approve HR issues.
She specifically asked about Half day leave. Employee's are being approached to the director for approval. But if Director is their Head of Department its obvious that they will approach to Director and not to HR. because HR is not responsible for sanctioning of such Leaves of employees who do not report to HR or work in HR department.
Please remember half knowledge is dangerous.........:-D
Badlu
From Saudi Arabia
Hi priyanka,
This is not a big problem, don't worry abt that......
I suggest you to have a one to one session or a group hurdle once or twice in a month and ask your assiciates needs and requirements. So that you can come to an understanding that what they require and how they are responding.
This is a normal problem in all organizations :icon1:
So, ask one associate at a time to have a session with you and you can ask them abt their own ideas no how to develop your organization as well as you can inform them about your position and what can you do for this.
Also, inform you boss to strictly inform your associates not to ask him for any other things like this....
From India, Madras
This is not a big problem, don't worry abt that......
I suggest you to have a one to one session or a group hurdle once or twice in a month and ask your assiciates needs and requirements. So that you can come to an understanding that what they require and how they are responding.
This is a normal problem in all organizations :icon1:
So, ask one associate at a time to have a session with you and you can ask them abt their own ideas no how to develop your organization as well as you can inform them about your position and what can you do for this.
Also, inform you boss to strictly inform your associates not to ask him for any other things like this....
From India, Madras
Hi Priyanka
The problem reported by you is a very common and irritable one in organisation since ages. And someone has rightly answered the same. Merely delegating the power does not absolve the boss of his responsibilities. He needs to give instructions to the employees approaching him to contact you for the responsibilities he has delegated to you.
On your part you need to simply speak to your boss without any fear that the behaviour of employees and his support will further create chaos as employees will do actions to their benefit and there will be no unity of command. Example, when an employee will fell that he has approached your boss a number of times for a particular task and he may refuse now, he will definitely approach you next.
Secondly, clearly indicate to your boss that any such chaos will not be your responsibility. Ask him to take back all such powers if he is not n a position to part with it. But it has to be complete delegation or no delegation.
Thirdly also make it clear that in case of any problem or to know more you shall keep him involved at most times so that he does not feel he has lost his power/ control.
I hope the solution to your problem is having a one-to-one discussion with your boss in this regard. Kindly let me know if it solves your problem.
From India, Bharat
The problem reported by you is a very common and irritable one in organisation since ages. And someone has rightly answered the same. Merely delegating the power does not absolve the boss of his responsibilities. He needs to give instructions to the employees approaching him to contact you for the responsibilities he has delegated to you.
On your part you need to simply speak to your boss without any fear that the behaviour of employees and his support will further create chaos as employees will do actions to their benefit and there will be no unity of command. Example, when an employee will fell that he has approached your boss a number of times for a particular task and he may refuse now, he will definitely approach you next.
Secondly, clearly indicate to your boss that any such chaos will not be your responsibility. Ask him to take back all such powers if he is not n a position to part with it. But it has to be complete delegation or no delegation.
Thirdly also make it clear that in case of any problem or to know more you shall keep him involved at most times so that he does not feel he has lost his power/ control.
I hope the solution to your problem is having a one-to-one discussion with your boss in this regard. Kindly let me know if it solves your problem.
From India, Bharat
Dear Priyanka,
I used to educate managers (including my Boss) the basics of management accountability. "Authority without Responsibility is harlotry, Responsibility without Authority is masochism".
First, go see your boss and explain to him how his action impacts the process you are trying to put in order. Convince him you can handle it yourself.
Second, as the others have suggested, make sure you communicate to all employees on the policy and procedure to apply for leave. If need map a process flow and pin it at the notice board.
All the best
Yuvarajah
Malaysia
From Malaysia, Kuala Lumpur
I used to educate managers (including my Boss) the basics of management accountability. "Authority without Responsibility is harlotry, Responsibility without Authority is masochism".
First, go see your boss and explain to him how his action impacts the process you are trying to put in order. Convince him you can handle it yourself.
Second, as the others have suggested, make sure you communicate to all employees on the policy and procedure to apply for leave. If need map a process flow and pin it at the notice board.
All the best
Yuvarajah
Malaysia
From Malaysia, Kuala Lumpur
thanks all of you for akll that sweet , bitter , naughty , and nasty ideas ..:icon6:
well i have thought of defining the reporting structure , and some measures like monthly appraisals rather than yearly ones , etc ,
they are used to this laid back attitude, but i prefer taking thefirm step first, some how being professional is something i love rather than being human ,
as of now boss is co-operating, has promised to abide by the prganisation structure ...lets see
any ways thanks a lot guys
From India, Calcutta
well i have thought of defining the reporting structure , and some measures like monthly appraisals rather than yearly ones , etc ,
they are used to this laid back attitude, but i prefer taking thefirm step first, some how being professional is something i love rather than being human ,
as of now boss is co-operating, has promised to abide by the prganisation structure ...lets see
any ways thanks a lot guys
From India, Calcutta
All the best...
you know something..These bosses are all stupid..They never like people like we growing...They want things to be done by them alone...
I understand lot many people will have lots to say in counter to what i have stated but this is the truth...
From India, Madras
you know something..These bosses are all stupid..They never like people like we growing...They want things to be done by them alone...
I understand lot many people will have lots to say in counter to what i have stated but this is the truth...
From India, Madras
Dear Priyanka,
Quite interesting responses to your problem . Well, one thing is certain. If you don't act on what is approved by your Boss, it will be disasterous. Essentials in this aspect are : Your Boss has to stop approving directly and even if the paper is sent to him, he need to just forward to you and then as many of the friends suggested, get your processes in place and based on the norms fixed you should be sending proposal to your Boss. We are not talking about only Leave. We are talking about many other issues involved.
Don't try to convince people by words. You have to bring them to your side by first going to their side. Be subtle, have patience and slowly move forward. Creating a rapport in a new company is indeed one of the most tedious tasks. You may perseive yourself as having become acceptable by using authority but then it will be masked support that wouls go on the first opportunity an employee gets.
Don't be in a hurry. Just flow for some time. Keep talking to your boss. slowly he would part with some of th eresponsibilities. Evenyou won't give anything to anyone if there is no rapport built. So if you wish to receive, give time t yourself and respect to all others. a bit lengthy reply but my long experience pursuaded me to be detailed so that you don't lose out.
Regards, good luck to you!
Ramesh Sood
From India, Pune
Quite interesting responses to your problem . Well, one thing is certain. If you don't act on what is approved by your Boss, it will be disasterous. Essentials in this aspect are : Your Boss has to stop approving directly and even if the paper is sent to him, he need to just forward to you and then as many of the friends suggested, get your processes in place and based on the norms fixed you should be sending proposal to your Boss. We are not talking about only Leave. We are talking about many other issues involved.
Don't try to convince people by words. You have to bring them to your side by first going to their side. Be subtle, have patience and slowly move forward. Creating a rapport in a new company is indeed one of the most tedious tasks. You may perseive yourself as having become acceptable by using authority but then it will be masked support that wouls go on the first opportunity an employee gets.
Don't be in a hurry. Just flow for some time. Keep talking to your boss. slowly he would part with some of th eresponsibilities. Evenyou won't give anything to anyone if there is no rapport built. So if you wish to receive, give time t yourself and respect to all others. a bit lengthy reply but my long experience pursuaded me to be detailed so that you don't lose out.
Regards, good luck to you!
Ramesh Sood
From India, Pune
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