Hello Deepti,
I am not from an HR background. I just stumbled upon this thread. I agree with a lot of people and their views. I just wanted to add my view.
The first thing to note is that when a new person arrives who has influence over their job and roles, such as HR, there is a sense of insecurity and fear in the employee. It is a normal human tendency, especially in Indian culture, to show superiority – to work by my guidelines and not the other way around.
The key to handling this situation is simple: do not get carried away and panic. That is precisely what they want to see from their actions. When you succumb to their attack, you are giving them the upper hand. Stay calm and do not show frustration whenever you see them or talk to them. It is important to remember that it is a test – do not show them that you are weakened by their negative complaining.
Another reason they behave this way is to seek attention. Therefore, show your firmness and do not give them too much attention. Just because they have given negative feedback, do not start trying too hard to please them and win them over. This will make them feel that their attack is forcing you to bow down. Behave as though nothing has happened or affected you. Be patient, observe their behavior, and only adjust if necessary, rather than easily giving in.
Wait for your chance and time. There will come a point where they have to come to you. That is the time to assert your authority and importance, but ensure not to offend them. You will also be testing different approaches, so observe how they react and proceed accordingly. Remember, it should not backfire. You can also utilize such moments to address their behavior or inquire about any issues they may have with you. Ask them to provide reasons for their negative feedback. If they have no alternative but to work with you, they will find themselves in an uncomfortable position.
Help them understand that complaining without a valid reason is unprofessional. Explain that a person who is negative without cause is considered a negative individual. Being senior in the company does not justify displaying authority to intimidate newcomers. While you may believe your actions are pleasing management, remember that an inability to adapt to changes and new people does not make you a good team player or leader. Domineering behavior is not welcomed; assertive approaches are favored by all.
Intermittently apologize throughout and at the end to convey that you are not trying to advise or dominate them. Let them know that you have no issue with what they may say about you to others, but remind them that it works both ways. By doing so, you are also revealing your tolerance, mindset, and personality. Take command over the person and situation from that point onward.
I have not read all the replies; I quickly jotted down my view. I apologize if this approach may seem wrong. I have been in similar situations, and this is how I take control. Confidence, tact, and courage are required. This approach has worked for me, but it may not necessarily work for everyone. Keep it in mind.
Hope this helps.
Thanks,
Gautham Shashangan
From India, Bangalore
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3I am not from an HR background. I just stumbled upon this thread. I agree with a lot of people and their views. I just wanted to add my view.
The first thing to note is that when a new person arrives who has influence over their job and roles, such as HR, there is a sense of insecurity and fear in the employee. It is a normal human tendency, especially in Indian culture, to show superiority – to work by my guidelines and not the other way around.
The key to handling this situation is simple: do not get carried away and panic. That is precisely what they want to see from their actions. When you succumb to their attack, you are giving them the upper hand. Stay calm and do not show frustration whenever you see them or talk to them. It is important to remember that it is a test – do not show them that you are weakened by their negative complaining.
Another reason they behave this way is to seek attention. Therefore, show your firmness and do not give them too much attention. Just because they have given negative feedback, do not start trying too hard to please them and win them over. This will make them feel that their attack is forcing you to bow down. Behave as though nothing has happened or affected you. Be patient, observe their behavior, and only adjust if necessary, rather than easily giving in.
Wait for your chance and time. There will come a point where they have to come to you. That is the time to assert your authority and importance, but ensure not to offend them. You will also be testing different approaches, so observe how they react and proceed accordingly. Remember, it should not backfire. You can also utilize such moments to address their behavior or inquire about any issues they may have with you. Ask them to provide reasons for their negative feedback. If they have no alternative but to work with you, they will find themselves in an uncomfortable position.
Help them understand that complaining without a valid reason is unprofessional. Explain that a person who is negative without cause is considered a negative individual. Being senior in the company does not justify displaying authority to intimidate newcomers. While you may believe your actions are pleasing management, remember that an inability to adapt to changes and new people does not make you a good team player or leader. Domineering behavior is not welcomed; assertive approaches are favored by all.
Intermittently apologize throughout and at the end to convey that you are not trying to advise or dominate them. Let them know that you have no issue with what they may say about you to others, but remind them that it works both ways. By doing so, you are also revealing your tolerance, mindset, and personality. Take command over the person and situation from that point onward.
I have not read all the replies; I quickly jotted down my view. I apologize if this approach may seem wrong. I have been in similar situations, and this is how I take control. Confidence, tact, and courage are required. This approach has worked for me, but it may not necessarily work for everyone. Keep it in mind.
Hope this helps.
Thanks,
Gautham Shashangan
From India, Bangalore
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Deepti Rawat,
Now you're determined as inefficient. To prove your efficiency, follow these steps:
- Go through the Code of Conduct word by word and understand its intention.
- Go through HR policies word by word and understand their intentions.
These two are the essence that constitutes the whole manpower of the organization. So, keep these in mind and oversee an employee's job description. Use these to supervise the connectivity between employees and the Code of Conduct, HR policies, and job descriptions. This is how you appraise the employees and regulate the HR of the company.
My heart wishes for your successful career.
From India, Chennai
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Now you're determined as inefficient. To prove your efficiency, follow these steps:
- Go through the Code of Conduct word by word and understand its intention.
- Go through HR policies word by word and understand their intentions.
These two are the essence that constitutes the whole manpower of the organization. So, keep these in mind and oversee an employee's job description. Use these to supervise the connectivity between employees and the Code of Conduct, HR policies, and job descriptions. This is how you appraise the employees and regulate the HR of the company.
My heart wishes for your successful career.
From India, Chennai
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Dear Rajan Wasan,
God bless you. I appreciate your opinion of HR, but please understand that it is only HR that keeps the industry going. Dealing with machines is very easy, but dealing with human beings is very difficult. Learn to be a good HR manager and study boss management; he is also a human resource. Please remember that any entrepreneur will look for good HR processes and practices to run his organization smoothly. The morale of any organization depends upon good HR.
Blessings,
Dr. Ram
From India, Indore
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God bless you. I appreciate your opinion of HR, but please understand that it is only HR that keeps the industry going. Dealing with machines is very easy, but dealing with human beings is very difficult. Learn to be a good HR manager and study boss management; he is also a human resource. Please remember that any entrepreneur will look for good HR processes and practices to run his organization smoothly. The morale of any organization depends upon good HR.
Blessings,
Dr. Ram
From India, Indore
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Hello Rajan Wassan,
My boss is a very intelligent and learned man. He keeps all his employees very happy and really cares for them. If he wants me to improve, then this is good for me. This is a shot of training without a fee while I am getting paid. That is why I took all this constructively because facing a bit of difficulty will provide me with great benefits, and that too for a lifetime.
Regards
From India, Bhopal
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My boss is a very intelligent and learned man. He keeps all his employees very happy and really cares for them. If he wants me to improve, then this is good for me. This is a shot of training without a fee while I am getting paid. That is why I took all this constructively because facing a bit of difficulty will provide me with great benefits, and that too for a lifetime.
Regards
From India, Bhopal
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Just do 2 things - 1. Play some ice-breaking and rapports building activity every week. 2. Be more active in interactions, confront people with politeness. Regards, Mukul
From India, Mumbai
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From India, Mumbai
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Dear Comrade,
Take it positively that you left your presence felt in the organization. Please understand that HR is a vital support function in business. The duties of HR (in general and in particular) are guided and controlled by the concerned unit/business head.
In my opinion, you should hold a meeting with your boss to have a clear understanding of your duties and responsibilities as an HR person with reference to the job described by the last HR. This will give you guidelines to perform HR functions inclined towards staff welfare more effectively.
Best of luck
From India, Mumbai
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Take it positively that you left your presence felt in the organization. Please understand that HR is a vital support function in business. The duties of HR (in general and in particular) are guided and controlled by the concerned unit/business head.
In my opinion, you should hold a meeting with your boss to have a clear understanding of your duties and responsibilities as an HR person with reference to the job described by the last HR. This will give you guidelines to perform HR functions inclined towards staff welfare more effectively.
Best of luck
From India, Mumbai
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Hello Deepti,
Please do not take any of these comments personally. Three months is a short time for this kind of evaluation. Do talk to your boss; it should be his or her responsibility to let you know what level of strictness is required with employees. What exactly are your KPIs over which your performance would be evaluated? From the description you gave, this looks like a family-owned company I knew in JBP. If it's the same organization, then you have to be more assertive there and simply ASK to get everything in mail, including your expectations from your side. Firm constructive communication can save you much of what you faced here.
From India, Nagpur
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Please do not take any of these comments personally. Three months is a short time for this kind of evaluation. Do talk to your boss; it should be his or her responsibility to let you know what level of strictness is required with employees. What exactly are your KPIs over which your performance would be evaluated? From the description you gave, this looks like a family-owned company I knew in JBP. If it's the same organization, then you have to be more assertive there and simply ASK to get everything in mail, including your expectations from your side. Firm constructive communication can save you much of what you faced here.
From India, Nagpur
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