Hi Seniors,
Need your help and guidence on this matter.
Who should one approach in case of an employee at a Mid Managerial level is suppressed, targetted and mentally tortured by an immediate boss. The employee is not being heard and is not getting any support from the management.
need guidence from the seniors pls.
regards
From India, Mumbai
Need your help and guidence on this matter.
Who should one approach in case of an employee at a Mid Managerial level is suppressed, targetted and mentally tortured by an immediate boss. The employee is not being heard and is not getting any support from the management.
need guidence from the seniors pls.
regards
From India, Mumbai
Hi Seniors,
Need your help and guidence on this matter.
Who should one approach in case of an employee at a Mid Managerial level is suppressed, targetted and mentally tortured by an immediate boss. The employee is not being heard and is not getting any support from the management.
need guidence from the seniors pls.
Thanks & regards
kirankumar.a
cell: 9032335577
From India, Tanuku
Need your help and guidence on this matter.
Who should one approach in case of an employee at a Mid Managerial level is suppressed, targetted and mentally tortured by an immediate boss. The employee is not being heard and is not getting any support from the management.
need guidence from the seniors pls.
Thanks & regards
kirankumar.a
cell: 9032335577
From India, Tanuku
Dear Sunil,
There is nothing like employee grievance at the top management. The case that you have mentioned happens at many places. Latest instance is of Mr Vikram Pandit quitting Citi Bank.
However, we need to analyse why is this happening. Following could be the scenarios:
a) Top boss has very hi-fi qualification but lacks ground experience. He/she does not know ground realities and neither cares to know. Secondly, boss has worked in quite hi-fi companies. He wanted to bring culture of that company. He is unable to do that and downloading his frustration on his junior.
b) Top boss is weak. He/she lacks functional expertise, He/she has fear that his/her smart junior may over shine him/her. He/she is using authority to hide his/her weaknesses. Secondly, Boss may lack soft skills. He is happy at rubbing anybody and everybody wrong way.
c) The junior manager has risen from the ranks. He has learnt the tricks of the trade because of his long stay in certain function. However, his knowledge base is quite low. Neither has he cared to to develop his knowledge base.
d) The junior has only the technical or functional expertise. He lacks soft skills or business etiquettes or lacks financial understanding of the business. Junior is impervious to the technological changes that have happened in the last decade.
e) The junior manager lacks commercial sense.
f) The junior manager was developed under the aegis of some seniors. He was constantly given some instruction. Now over a period he is just unable to take decision on his own and expects the boss to guide. Boss does not like to do that. He wants his junior to be a self-starter.
g) There is complete mismatch between personality of boss and his/her junior. Their thought process is complete different.
h) There is generation gap between these two persons. Top boss is in no mood to
come to terms with new business culture where social media also plays a culture.
i) Top boss is stickler of quality. He is wants systematic work culture. Junior may not be accustomed with this type of work culture.
j) The boss's boss or MD/Chairman may not want this junior. Chairman or MD has instructed to remove this junior manager so harassment is done. By doing this, it is assumed that junior manager may put in his papers. In fact Chairman or MD does not want this junior manager and he/she is firing bullets keeping gun on the shoulder of some senior manager.
k) There is politics going on at board level. One of the board members perceives this junior manager as supporter of other member at the board. Hence this harassment.
The best way is to sit with top manager and junior should understand what he wants exactly. The second thing junior manager can do is to note down why his senior has pulled him up. He can scrutinise dozen odd entries and find out whether any pattern emerges.
Ok...
Dinesh V Divekar
From India, Bangalore
7879There is nothing like employee grievance at the top management. The case that you have mentioned happens at many places. Latest instance is of Mr Vikram Pandit quitting Citi Bank.
However, we need to analyse why is this happening. Following could be the scenarios:
a) Top boss has very hi-fi qualification but lacks ground experience. He/she does not know ground realities and neither cares to know. Secondly, boss has worked in quite hi-fi companies. He wanted to bring culture of that company. He is unable to do that and downloading his frustration on his junior.
b) Top boss is weak. He/she lacks functional expertise, He/she has fear that his/her smart junior may over shine him/her. He/she is using authority to hide his/her weaknesses. Secondly, Boss may lack soft skills. He is happy at rubbing anybody and everybody wrong way.
c) The junior manager has risen from the ranks. He has learnt the tricks of the trade because of his long stay in certain function. However, his knowledge base is quite low. Neither has he cared to to develop his knowledge base.
d) The junior has only the technical or functional expertise. He lacks soft skills or business etiquettes or lacks financial understanding of the business. Junior is impervious to the technological changes that have happened in the last decade.
e) The junior manager lacks commercial sense.
f) The junior manager was developed under the aegis of some seniors. He was constantly given some instruction. Now over a period he is just unable to take decision on his own and expects the boss to guide. Boss does not like to do that. He wants his junior to be a self-starter.
g) There is complete mismatch between personality of boss and his/her junior. Their thought process is complete different.
h) There is generation gap between these two persons. Top boss is in no mood to
come to terms with new business culture where social media also plays a culture.
i) Top boss is stickler of quality. He is wants systematic work culture. Junior may not be accustomed with this type of work culture.
j) The boss's boss or MD/Chairman may not want this junior. Chairman or MD has instructed to remove this junior manager so harassment is done. By doing this, it is assumed that junior manager may put in his papers. In fact Chairman or MD does not want this junior manager and he/she is firing bullets keeping gun on the shoulder of some senior manager.
k) There is politics going on at board level. One of the board members perceives this junior manager as supporter of other member at the board. Hence this harassment.
The best way is to sit with top manager and junior should understand what he wants exactly. The second thing junior manager can do is to note down why his senior has pulled him up. He can scrutinise dozen odd entries and find out whether any pattern emerges.
Ok...
Dinesh V Divekar
From India, Bangalore
Dear Mr. Kiran Kumar,
Would you be kind enough to share ONE OR MORE REASON(s) for being targeted by Immediate boss. There must be something wrong between these gentlemen.
Once i receive your reply, will submit my views/opinion.
With profound regards
From India, Chennai
Would you be kind enough to share ONE OR MORE REASON(s) for being targeted by Immediate boss. There must be something wrong between these gentlemen.
Once i receive your reply, will submit my views/opinion.
With profound regards
From India, Chennai
hi,
Just joined cite and the first thing that caught my attention is this thread. I would like to share possible reasons.
1. Being targeted by your immediate superior does not always means the boss doesn't like you and he/she wants you out. It could be a method to motivate subordinates, sometimes the bosses will try to find the correct way how he's expectations are understood by the subordinates, if targeting is the method that is working or successful that subordinates are improving the way the boss wants then expect more of the targeting.
2. Questionable loyalty could be one reason for the targeting, if you are positively responding to other bosses and responding differently with your own boss, your boss will definitely has negative impression about you.
3. Subordinate is not achieving the objectives given by the superior, e.g. if everyone in your company did not achieve the targets and you are the only one scolded you yourself must think of the reasons why, it could be because your objectives are the most important in your operation that would have a big effect if not achieve.
You know this problem exist everywhere and one should adapt, If one thinks that he/she is better than what superiors thinks or say, then its better to find another boss (company).
best regards
From Bangladesh, Dhaka
Just joined cite and the first thing that caught my attention is this thread. I would like to share possible reasons.
1. Being targeted by your immediate superior does not always means the boss doesn't like you and he/she wants you out. It could be a method to motivate subordinates, sometimes the bosses will try to find the correct way how he's expectations are understood by the subordinates, if targeting is the method that is working or successful that subordinates are improving the way the boss wants then expect more of the targeting.
2. Questionable loyalty could be one reason for the targeting, if you are positively responding to other bosses and responding differently with your own boss, your boss will definitely has negative impression about you.
3. Subordinate is not achieving the objectives given by the superior, e.g. if everyone in your company did not achieve the targets and you are the only one scolded you yourself must think of the reasons why, it could be because your objectives are the most important in your operation that would have a big effect if not achieve.
You know this problem exist everywhere and one should adapt, If one thinks that he/she is better than what superiors thinks or say, then its better to find another boss (company).
best regards
From Bangladesh, Dhaka
Dear Kiran,
He must directly approach the Top most person to be heard...He will get a clear picture by the gestures and words he/she uses while you are explaining your problems...
You need to keep your ears on the grapevine communication of your organisation to know the big picture of this harassment...
Only when you get to know what exactly has happened, you can proceed further.
Regards,
Bharghavi
From India, Bangalore
He must directly approach the Top most person to be heard...He will get a clear picture by the gestures and words he/she uses while you are explaining your problems...
You need to keep your ears on the grapevine communication of your organisation to know the big picture of this harassment...
Only when you get to know what exactly has happened, you can proceed further.
Regards,
Bharghavi
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee-grieva nce-guide_394.p df
Employee Grievance Redressal.ppt
Employee Appraisal Form new.doc