Dear All,
Please suggest is it right to wish to boss who is going to complete 1 yr in company through email by all the employees or HR should do this on behalf of all staff members..
kindly help me...
From India, Gurgaon
Please suggest is it right to wish to boss who is going to complete 1 yr in company through email by all the employees or HR should do this on behalf of all staff members..
kindly help me...
From India, Gurgaon
Dear Jyoti,
Rather than sending him mail to wish on his 1st anniversary, send a mail to check whether he would like to address all the employees on completion of his one year in office. Take a video shooting of his address. Send by mail this video to those who could not attend his address. On completion of his address, serve tea and snacks to those who are available.
This will inflate his ego and possibly you will be able to keep him in good humour.
All the best!
Dinesh Divekar
From India, Bangalore
7883Rather than sending him mail to wish on his 1st anniversary, send a mail to check whether he would like to address all the employees on completion of his one year in office. Take a video shooting of his address. Send by mail this video to those who could not attend his address. On completion of his address, serve tea and snacks to those who are available.
This will inflate his ego and possibly you will be able to keep him in good humour.
All the best!
Dinesh Divekar
From India, Bangalore
Dear Dinesh,
Thanks for the reply, but the problem is my boss is travelling alot, and not available in the office for most of the time and we are 4 employees in the staff and rest of the team is in sales dept.... i would like to write a mail to him and mark all the employees... so please help me what should i write ....
From India, Gurgaon
Thanks for the reply, but the problem is my boss is travelling alot, and not available in the office for most of the time and we are 4 employees in the staff and rest of the team is in sales dept.... i would like to write a mail to him and mark all the employees... so please help me what should i write ....
From India, Gurgaon
---------------
There are more than one way to make it eventful. You can consider these-(I think simply sending an email won't suffice to impress him)-
1. Buy very good Greeting card with suitable wordings, get them signed by all the staff and you all present it with a bouquet as he would enter the office on that day;
2. You can print a banner of suitable size and place it on the wall facing the entrance plus (1) above.
3. You also bring a cake with suitable wordings and ask him to cut and distribute among the staff/invitees, also consider using those decorative/accessories now a days being used in Birth day parties (if you would think, it's too much drop it).
4. You also can think of a small get-together party with a high-tea or a break fast or lunch or evening tea to celebrate the occasion.
5. You can present a gift, an article of his liking or a thing he likes to use most or a "plate/memento" worthy of keeping on his table or in his house (it may even include a photo-frame having his family photo or a statue of gods of his choice.
At the same time it should not be too big an event as anniversary in the office not normally celebrated in a big way, many time it's a simple wish by shaking hands. Do you celebrate like this for all your bosses ? It should not end up a heart burn for others for whom you didn't do like this in the past.
From India, Bangalore
There are more than one way to make it eventful. You can consider these-(I think simply sending an email won't suffice to impress him)-
1. Buy very good Greeting card with suitable wordings, get them signed by all the staff and you all present it with a bouquet as he would enter the office on that day;
2. You can print a banner of suitable size and place it on the wall facing the entrance plus (1) above.
3. You also bring a cake with suitable wordings and ask him to cut and distribute among the staff/invitees, also consider using those decorative/accessories now a days being used in Birth day parties (if you would think, it's too much drop it).
4. You also can think of a small get-together party with a high-tea or a break fast or lunch or evening tea to celebrate the occasion.
5. You can present a gift, an article of his liking or a thing he likes to use most or a "plate/memento" worthy of keeping on his table or in his house (it may even include a photo-frame having his family photo or a statue of gods of his choice.
At the same time it should not be too big an event as anniversary in the office not normally celebrated in a big way, many time it's a simple wish by shaking hands. Do you celebrate like this for all your bosses ? It should not end up a heart burn for others for whom you didn't do like this in the past.
From India, Bangalore
Dear Dinesh,
I need your help in another issue
I want to make rules for sales team... as some employees are not following the rules directed by their boss... i have to make some strick rules so that he starts following the rules made by mgt. and does not make bad impacts on his team and other employees also.
My main query is ... all employees has to submit travel expenses by every month to HR dept. after verified by their reporting mgr. the problem is one manager is not verify the same and send it without signatures to HR dept. which is not correct. and his behaviour is very causal , always hide the mistakes of his team in front of mgt.
please suggest what should i do...
From India, Gurgaon
I need your help in another issue
I want to make rules for sales team... as some employees are not following the rules directed by their boss... i have to make some strick rules so that he starts following the rules made by mgt. and does not make bad impacts on his team and other employees also.
My main query is ... all employees has to submit travel expenses by every month to HR dept. after verified by their reporting mgr. the problem is one manager is not verify the same and send it without signatures to HR dept. which is not correct. and his behaviour is very causal , always hide the mistakes of his team in front of mgt.
please suggest what should i do...
From India, Gurgaon
Dear Jyoti,
Please check my replies in italics
Thanks,
Dinesh Divekar
I want to make rules for sales team... as some employees are not following the rules directed by their boss... i have to make some strick rules so that he starts following the rules made by mgt. and does not make bad impacts on his team and other employees also.
Comments: - If some employees are not following instructions that their boss gave then whose problem is this? Yours or boss's? If the boss is comfortable with non-compliance with the instructions then be as it may. Why you should bother? You have joined just recently? Why leadership is cool towards salespersons behaviour? It appears that this behaviour is acceptable to the leadership also.
My main query is ... all employees has to submit travel expenses by every month to HR dept. after verified by their reporting mgr. the problem is one manager is not verify the same and send it without signatures to HR dept. which is not correct. and his behaviour is very causal , always hide the mistakes of his team in front of mgt.
Comments - Make SOP or Policy on clearance of travel expenses. Outline the process clearly. Get it signed by the higest authority. Circulate it to all the departments. Return the travel expense bills if these are submitted to HR without due authorisation from HOD. On receipt of duly certified bills, reconcile the details with the attendance records. For discrepancy if any, return the bill to the HOD.
Final comments: - Going by the past few posts, it appears that the top management of your organisation does not know anything about the "control" function of the management. Therefore, you at lower level cannot do anything. Yes, one should be methodical in his/her work, but if the methodicalness brings stress, then it is better to give it up. All the best!
From India, Bangalore
Please check my replies in italics
Thanks,
Dinesh Divekar
I want to make rules for sales team... as some employees are not following the rules directed by their boss... i have to make some strick rules so that he starts following the rules made by mgt. and does not make bad impacts on his team and other employees also.
Comments: - If some employees are not following instructions that their boss gave then whose problem is this? Yours or boss's? If the boss is comfortable with non-compliance with the instructions then be as it may. Why you should bother? You have joined just recently? Why leadership is cool towards salespersons behaviour? It appears that this behaviour is acceptable to the leadership also.
My main query is ... all employees has to submit travel expenses by every month to HR dept. after verified by their reporting mgr. the problem is one manager is not verify the same and send it without signatures to HR dept. which is not correct. and his behaviour is very causal , always hide the mistakes of his team in front of mgt.
Comments - Make SOP or Policy on clearance of travel expenses. Outline the process clearly. Get it signed by the higest authority. Circulate it to all the departments. Return the travel expense bills if these are submitted to HR without due authorisation from HOD. On receipt of duly certified bills, reconcile the details with the attendance records. For discrepancy if any, return the bill to the HOD.
Final comments: - Going by the past few posts, it appears that the top management of your organisation does not know anything about the "control" function of the management. Therefore, you at lower level cannot do anything. Yes, one should be methodical in his/her work, but if the methodicalness brings stress, then it is better to give it up. All the best!
From India, Bangalore
Hello Jyoti,
Further to what Dinesh suggested/mentioned, I would like to give a word of caution.
Going by what you mentioned about the existing work culture in your Company, there's always a chance that YOU could turn-out to be the scapegoat when things turn nasty.
One possible scenario: when it gets noticed by your boss that the travel bills are being submitted without being vetted/approved by the Manager, you COULD be asked "why didn't you alert me" OR "did you remind the concerned Manager", etc. Hope you get the point.
Do your best to get clear guidelines.....the SOP suggested by Dinesh is one way.....from the Top Boss on what to do when the rules are NOT followed [the SOPs usually mention 'what & how to do'......and usually not 'what not to do' or what ought to be done 'if things aren't done the way they are to be done'].
And IF things don't get better despite everything what you try-out, like Dinesh mentioned "better to give it up. All the best! "
All the Best.
Rgds,
TS
From India, Hyderabad
Further to what Dinesh suggested/mentioned, I would like to give a word of caution.
Going by what you mentioned about the existing work culture in your Company, there's always a chance that YOU could turn-out to be the scapegoat when things turn nasty.
One possible scenario: when it gets noticed by your boss that the travel bills are being submitted without being vetted/approved by the Manager, you COULD be asked "why didn't you alert me" OR "did you remind the concerned Manager", etc. Hope you get the point.
Do your best to get clear guidelines.....the SOP suggested by Dinesh is one way.....from the Top Boss on what to do when the rules are NOT followed [the SOPs usually mention 'what & how to do'......and usually not 'what not to do' or what ought to be done 'if things aren't done the way they are to be done'].
And IF things don't get better despite everything what you try-out, like Dinesh mentioned "better to give it up. All the best! "
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Dinesh & Tajsateesh,
Thanks for your replies, my boss knows about that... but i know he will tell to make a rule against the incident ... thats why i was asking for help... actually the sales manager having a casual behaviour, and i m going to write a mail to my boss regarding this.. and also inform him that HR will not pass the travel bills without verification and signatures of manager.
My boss wants to make rules against these kind of incidents... and one more thing if bills will not pass... the employees will suffer... and HR also not pass his travel bills.
please tell me what steps should i take.. because i m the only one in HR.
please help
From India, Gurgaon
Thanks for your replies, my boss knows about that... but i know he will tell to make a rule against the incident ... thats why i was asking for help... actually the sales manager having a casual behaviour, and i m going to write a mail to my boss regarding this.. and also inform him that HR will not pass the travel bills without verification and signatures of manager.
My boss wants to make rules against these kind of incidents... and one more thing if bills will not pass... the employees will suffer... and HR also not pass his travel bills.
please tell me what steps should i take.. because i m the only one in HR.
please help
From India, Gurgaon
To supplement to learned friends' views -
Hope your firm adopt a certain standard format for submitting Travel bills. If yes, you may consider attaching this format with a "Check list" showing in columns, serialising 1,2,3, so on mentioning "who should do(comply with) what. If you don't have a format, design one showing all relevant informations and leaving spaces for authorised officials so 'check-in' and sign in appropriate boxes, one after other as per your flow of the bills from the Traveller, thru' Team head, HR, finance etc. This will ensure the concerned authorities exercise their checks and authenticate by signing in appropriate places. And when a blank is left it would show the concerned has not done his duty and results in consequences. And landup in Finance for them to reject it as "something is wanting." You may Try this with the concurrence of your Head.
From India, Bangalore
Hope your firm adopt a certain standard format for submitting Travel bills. If yes, you may consider attaching this format with a "Check list" showing in columns, serialising 1,2,3, so on mentioning "who should do(comply with) what. If you don't have a format, design one showing all relevant informations and leaving spaces for authorised officials so 'check-in' and sign in appropriate boxes, one after other as per your flow of the bills from the Traveller, thru' Team head, HR, finance etc. This will ensure the concerned authorities exercise their checks and authenticate by signing in appropriate places. And when a blank is left it would show the concerned has not done his duty and results in consequences. And landup in Finance for them to reject it as "something is wanting." You may Try this with the concurrence of your Head.
From India, Bangalore
Hello Jyoti,
The Golden Rule in such situations--when you are expected to make Rules--is to ALWAYS make them issue/situation-dependent & NEVER EVER make them individual-dependent.
Even though you are making the Rules with one person in mind now, there could be another one down-the-line after 2 yrs.
Suggest don't take-up the issue with the manager concerned NOW. First make a generic set of Rules & circulate ASAP. Also, pl take WRITTEN Approval(s) from your boss before you release the Rules to the employees.
And as regards employees suffering due to non-passing of the bills, though it's painful, that't the collateral damage of such guys' behaviour.
Bring about a situation whereby THEY will escalate the situation instead of HR [you or anyone else] doing it. Quite often, the HR takes the flak for doing SOMEONE ELSE'S work. It's always better for such managers to feel the heat DIRECTLY from his/her staff rather than from someone else--in this case HR. He will realize sooner that his work will get effected & he isn't doing any favor to anyone by doing his job right.
And while you do this, pl keep your boss updated...when the manager begins to complaint about you, your boss ought to knows what's happening. When I say this, I presume your boss can be tough when needed.
All the Best.
Rgds,
TS
From India, Hyderabad
The Golden Rule in such situations--when you are expected to make Rules--is to ALWAYS make them issue/situation-dependent & NEVER EVER make them individual-dependent.
Even though you are making the Rules with one person in mind now, there could be another one down-the-line after 2 yrs.
Suggest don't take-up the issue with the manager concerned NOW. First make a generic set of Rules & circulate ASAP. Also, pl take WRITTEN Approval(s) from your boss before you release the Rules to the employees.
And as regards employees suffering due to non-passing of the bills, though it's painful, that't the collateral damage of such guys' behaviour.
Bring about a situation whereby THEY will escalate the situation instead of HR [you or anyone else] doing it. Quite often, the HR takes the flak for doing SOMEONE ELSE'S work. It's always better for such managers to feel the heat DIRECTLY from his/her staff rather than from someone else--in this case HR. He will realize sooner that his work will get effected & he isn't doing any favor to anyone by doing his job right.
And while you do this, pl keep your boss updated...when the manager begins to complaint about you, your boss ought to knows what's happening. When I say this, I presume your boss can be tough when needed.
All the Best.
Rgds,
TS
From India, Hyderabad
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