Dear All
I am working as a Manager admin and HR this is a startup company and i started implementing the HR rules here but there is a problem from the managerial level that to BD manager (female) making lot of problem she is acting like as she is the HR for small internal issues n all she is going to management not even to her reporting head and management thinking that i am creating problems and her manager also co-operating her to do all these things now i dont know wat to do? please help me in this.
Regards
Swetha
From India, Bangalore
I am working as a Manager admin and HR this is a startup company and i started implementing the HR rules here but there is a problem from the managerial level that to BD manager (female) making lot of problem she is acting like as she is the HR for small internal issues n all she is going to management not even to her reporting head and management thinking that i am creating problems and her manager also co-operating her to do all these things now i dont know wat to do? please help me in this.
Regards
Swetha
From India, Bangalore
Dear Swetha
Greetings
You have the problem of encroachment of responsibilities by your company sales manager. This issue you have to take up seriously with the management explaining what may be the bad effects of such issues.
Have confidence in you and be assertive in your style of work. If you explain specific issues we can discuss and sort out in the right way.
Cheers
Trisha
HR Professional
From India, New Delhi
21Greetings
You have the problem of encroachment of responsibilities by your company sales manager. This issue you have to take up seriously with the management explaining what may be the bad effects of such issues.
Have confidence in you and be assertive in your style of work. If you explain specific issues we can discuss and sort out in the right way.
Cheers
Trisha
HR Professional
From India, New Delhi
Hi Trisha
I already did all these things but still the higher authorities and the Management fail to understand this and here we all are following 1rule and only for her and other marketing girl(inhouse) is different which cant tolerate by me.
i am really in a confusion to wat to do.
Regards
Swetha
From India, Bangalore
I already did all these things but still the higher authorities and the Management fail to understand this and here we all are following 1rule and only for her and other marketing girl(inhouse) is different which cant tolerate by me.
i am really in a confusion to wat to do.
Regards
Swetha
From India, Bangalore
Hello Sweta,
Have a discussion (she should also be present ) with your management.
Inform your seniors that your work is being hampered b'coz of your colleague
and in case they don't help you in this matter, you should not be held responsible for your job performance.
Deepa.
From India, Calcutta
Have a discussion (she should also be present ) with your management.
Inform your seniors that your work is being hampered b'coz of your colleague
and in case they don't help you in this matter, you should not be held responsible for your job performance.
Deepa.
From India, Calcutta
Hi Deepa,
Thanks for this but i already did all these things but of no use so finally i put on my resignation letter to management than my director told for these issues n all dont do this and he will takecare he said but nothing is happened till today. so i posted this here.
Regards
Swetha
From India, Bangalore
Thanks for this but i already did all these things but of no use so finally i put on my resignation letter to management than my director told for these issues n all dont do this and he will takecare he said but nothing is happened till today. so i posted this here.
Regards
Swetha
From India, Bangalore
Swetha:
As a HR its our responsibility to tackle the situations whatever coup in an organization (work place), so try and understand whats her problem (BDM) talk to her personally and see what best you can do to her
try to find out why is she doing that and u know if u are making a rappo with you employees then you are a perfect HR ...remember this.... coz at the end of the day they are going to be satisfied with your wor...and they are your customers.....
so better talk to her personaly and try to develop a good momentum of relation with her and then you can see the difference
there is no point in quitting form the job dear....you are the looser if you doing so, who knows you may get a a same scenario in other place as well, are you gona quit from there as well ....i dont think u should do this....
just relax and start working on it and see how you put it in a shape
Thanks,
- Mirza
From Saudi Arabia, Jiddah
As a HR its our responsibility to tackle the situations whatever coup in an organization (work place), so try and understand whats her problem (BDM) talk to her personally and see what best you can do to her
try to find out why is she doing that and u know if u are making a rappo with you employees then you are a perfect HR ...remember this.... coz at the end of the day they are going to be satisfied with your wor...and they are your customers.....
so better talk to her personaly and try to develop a good momentum of relation with her and then you can see the difference
there is no point in quitting form the job dear....you are the looser if you doing so, who knows you may get a a same scenario in other place as well, are you gona quit from there as well ....i dont think u should do this....
just relax and start working on it and see how you put it in a shape
Thanks,
- Mirza
From Saudi Arabia, Jiddah
Thank you Mirza but i dont feel to talk to her more and one more thing i made a HR rules but you know 2females are not following this (still they are under probation) and the management also supporting them in this case wat shall i do.
Regards
Swetha
From India, Bangalore
Regards
Swetha
From India, Bangalore
Swetha:
As a HR you should go along and you cant say i am not gona talk to her.... and at the extreme end bring those thngs in front of the Management to discuss but not as a complaint...remember
HR is the facilitator between the employees and the employer, so keeping in mind we need to act.... both are our customers and we have to satisfy both of them at the same time which is a biggest challenge
so try and talk to her and am sure you can resolve this matter
Thanks,
- Mirza
From Saudi Arabia, Jiddah
As a HR you should go along and you cant say i am not gona talk to her.... and at the extreme end bring those thngs in front of the Management to discuss but not as a complaint...remember
HR is the facilitator between the employees and the employer, so keeping in mind we need to act.... both are our customers and we have to satisfy both of them at the same time which is a biggest challenge
so try and talk to her and am sure you can resolve this matter
Thanks,
- Mirza
From Saudi Arabia, Jiddah
Hi Sweetha,
Matter is very simple.
When your top management, not accepting your resignation means, that they need your presence their.
Cool. Wait for some time.
If you have intranet facilities in your organization, do your communication in writing. Those who are not following the basic discipline, rules and regulations, monitor them closely and keep a separate document confidentially about their activities. Also keep their reply(if any) for your mails keep it separately and confidentially.
Wait for an occasion, where every one need to implement HR Issues then bring out all your problems you faced and submit the documents.
Then the problem will be solved. Meanwhile do not insist anyone about HR Policies and regulations. Go to your work forget about them. Don't show that your watching closely but you have to watch them. Make them feel, they are the winners.
BUT WINNERS NEVER QUIT, AND QUITTERS NEVER WIN.
Regards
Saravanan J
From India, Hyderabad
Matter is very simple.
When your top management, not accepting your resignation means, that they need your presence their.
Cool. Wait for some time.
If you have intranet facilities in your organization, do your communication in writing. Those who are not following the basic discipline, rules and regulations, monitor them closely and keep a separate document confidentially about their activities. Also keep their reply(if any) for your mails keep it separately and confidentially.
Wait for an occasion, where every one need to implement HR Issues then bring out all your problems you faced and submit the documents.
Then the problem will be solved. Meanwhile do not insist anyone about HR Policies and regulations. Go to your work forget about them. Don't show that your watching closely but you have to watch them. Make them feel, they are the winners.
BUT WINNERS NEVER QUIT, AND QUITTERS NEVER WIN.
Regards
Saravanan J
From India, Hyderabad
Hi Swetha,
Welcome to the real world ....!! :)
This is a typical scenario with startups. Specially startups in India.
Please understand ..:
1) that the management is very cautious, and usually relies a LOT on the advise of the hired staff. and earlier the staff is hired, the more say they have in the process.
2) the BD manager i understand was there before you. So she might have been handeling the HR role as well, and has grown to LIKE the profile and the power and responsibilites with the role.
3) Psychologically, she might have an aptitude to maybe excel in the HR field, and typically human nature always resists changes and all the more, changes that DILUTE their power.
4) just understand .. that its very difficult -- to overcome this type of setting.
Solution :
The way out ..
1) psychological approach.
* start the management role defining activity.
* Advertise it widely .. actively involve the BD lady also. Ask for her advise on actually how to set up goals and activities. and ENTRAP her into defining YOUR and HER responsibility.
* Involve the TOP MANAGEMENT very CLOSELY and make HER the bridge. SO that when she actually defines the whole thing herself to the management she herself says that she is NOT going to be involved in THESE areas.
MORE TO COME ...... :) IM IN OFFICE
Welcome to the real world ....!! :)
This is a typical scenario with startups. Specially startups in India.
Please understand ..:
1) that the management is very cautious, and usually relies a LOT on the advise of the hired staff. and earlier the staff is hired, the more say they have in the process.
2) the BD manager i understand was there before you. So she might have been handeling the HR role as well, and has grown to LIKE the profile and the power and responsibilites with the role.
3) Psychologically, she might have an aptitude to maybe excel in the HR field, and typically human nature always resists changes and all the more, changes that DILUTE their power.
4) just understand .. that its very difficult -- to overcome this type of setting.
Solution :
The way out ..
1) psychological approach.
* start the management role defining activity.
* Advertise it widely .. actively involve the BD lady also. Ask for her advise on actually how to set up goals and activities. and ENTRAP her into defining YOUR and HER responsibility.
* Involve the TOP MANAGEMENT very CLOSELY and make HER the bridge. SO that when she actually defines the whole thing herself to the management she herself says that she is NOT going to be involved in THESE areas.
MORE TO COME ...... :) IM IN OFFICE
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