Hi, my name is Joyce.
Currently am faced with a lot of frustrations at my place of work ranging from the employer hiring a lawyer to carry out a search on all consultancy firms that have carried out consultancy works in my HR Dept to ascertain if am one of the directors in the companies to being accused of disturbing other employees. Am contemplating resignation. Please advise.
From Kenya, Nairobi
Currently am faced with a lot of frustrations at my place of work ranging from the employer hiring a lawyer to carry out a search on all consultancy firms that have carried out consultancy works in my HR Dept to ascertain if am one of the directors in the companies to being accused of disturbing other employees. Am contemplating resignation. Please advise.
From Kenya, Nairobi
Hello Jlisanza,
While empathizing with your situation, it could help the members to give more practical & realistic suggestions IF you could give more details about the situation(s) you are facing.
For eg., ''.................to ascertain if am one of the directors in the companies to being accused of disturbing other employees'' sounds a bit confusing. What do you mean by 'disturbing other employees'?
In short, more the details, better the suggestions--'better' here meaning 'more actionable'.
Rgds,
TS
From India, Hyderabad
1637While empathizing with your situation, it could help the members to give more practical & realistic suggestions IF you could give more details about the situation(s) you are facing.
For eg., ''.................to ascertain if am one of the directors in the companies to being accused of disturbing other employees'' sounds a bit confusing. What do you mean by 'disturbing other employees'?
In short, more the details, better the suggestions--'better' here meaning 'more actionable'.
Rgds,
TS
From India, Hyderabad
Morning TS,
As regards my case, being in charge of Human Resource, I am not able to guide and nurture employees. Where employees are corrected in the case of making a mistake, am told I do not give employees their time. This has led to a lot of indiscipline at the work place where employees are abusing each other, recruitment is not in line with the laid down procedures and rules and I find this environment very difficult to work within.
Joyce
From Kenya, Nairobi
As regards my case, being in charge of Human Resource, I am not able to guide and nurture employees. Where employees are corrected in the case of making a mistake, am told I do not give employees their time. This has led to a lot of indiscipline at the work place where employees are abusing each other, recruitment is not in line with the laid down procedures and rules and I find this environment very difficult to work within.
Joyce
From Kenya, Nairobi
Hello Jlisanza,
Suggest give the FULL & COMPLETE details of 1 or 2 situations you are facing--that will enable the members to give more realistic suggestions.
Coming to what you mentioned 'Where employees are corrected in the case of making a mistake.......', I am sure, being in HR yourself, you know that more often, it's the WAY a mistake is corrected matters much more than the correction itself. This is what prompted me to request you to mention a couple of incidents in-detail.
Another aspect is: what are your Line Managers doing? Usually, the day-to-day guidance & mentoring is done by the Line Managers & HR comes-in ONLY when there are some generic situations/issues effecting the company on a larger scale. Hope you get what I mean.
And finally, coming to your intent to 'resign' due to this situation, frankly, I wouldn't suggest it. This/such situations ought to ONLY 'temper' the 'professional' in you, rather than encourage you to throw in your hat. And the best way to handle such situations is: Keep your mind OPEN for all possibilities, including the possibility that, with the benefit of hindsight, YOU COULD have handled a particular situation better......meaning this becomes a learning experience for you.
All the Best.
Rgds,
TS
From India, Hyderabad
Suggest give the FULL & COMPLETE details of 1 or 2 situations you are facing--that will enable the members to give more realistic suggestions.
Coming to what you mentioned 'Where employees are corrected in the case of making a mistake.......', I am sure, being in HR yourself, you know that more often, it's the WAY a mistake is corrected matters much more than the correction itself. This is what prompted me to request you to mention a couple of incidents in-detail.
Another aspect is: what are your Line Managers doing? Usually, the day-to-day guidance & mentoring is done by the Line Managers & HR comes-in ONLY when there are some generic situations/issues effecting the company on a larger scale. Hope you get what I mean.
And finally, coming to your intent to 'resign' due to this situation, frankly, I wouldn't suggest it. This/such situations ought to ONLY 'temper' the 'professional' in you, rather than encourage you to throw in your hat. And the best way to handle such situations is: Keep your mind OPEN for all possibilities, including the possibility that, with the benefit of hindsight, YOU COULD have handled a particular situation better......meaning this becomes a learning experience for you.
All the Best.
Rgds,
TS
From India, Hyderabad
Thanks TS,
As regards the issue with line managers, most of the problems they face with their employees, they forward the same to me for action say for example an employee missing to report for duty. The same issue is escalated to me for management of which i do the same in line with the laid down procedures such as in case the employee was unwell, documentary evidence on the status be submitted. But you can find in other cases such as an employee applying for leave and the line manager turning down the same without any clear reasons. I make a follow up on the same and the manager says the employee cannot proceed due to reasons well known to him/her. Another issue is where the line managers do not appraise their employees and hence organizing for training to handle existing gaps in the employees' performance becomes a problem. Even sponsoring the employees for training without a justifiable reason becomes a problem and hence they end up saying i do not want to sponsor them for training.
Thanks for the encouragement on not resigning but using the situation as an opportunity to make me grow and learn. Thank you so much but at times one tends to feel her efforts are not being appreciated at all.
Joyce
From Kenya, Nairobi
As regards the issue with line managers, most of the problems they face with their employees, they forward the same to me for action say for example an employee missing to report for duty. The same issue is escalated to me for management of which i do the same in line with the laid down procedures such as in case the employee was unwell, documentary evidence on the status be submitted. But you can find in other cases such as an employee applying for leave and the line manager turning down the same without any clear reasons. I make a follow up on the same and the manager says the employee cannot proceed due to reasons well known to him/her. Another issue is where the line managers do not appraise their employees and hence organizing for training to handle existing gaps in the employees' performance becomes a problem. Even sponsoring the employees for training without a justifiable reason becomes a problem and hence they end up saying i do not want to sponsor them for training.
Thanks for the encouragement on not resigning but using the situation as an opportunity to make me grow and learn. Thank you so much but at times one tends to feel her efforts are not being appreciated at all.
Joyce
From Kenya, Nairobi
The details you have provided is good enough to give you the hypothetical suggestions, but to try for worthy advices more accurate details are necessary and the situation has to be studied.....
But, to be brief, resignation is not the solution for anything, erasing the accusations standing firmly against them in an amicable manner is helpful........
you may share the details here or may send it to
, if you feel it necessary........
Do take care........
From India, Bangalore
But, to be brief, resignation is not the solution for anything, erasing the accusations standing firmly against them in an amicable manner is helpful........
you may share the details here or may send it to
Do take care........
From India, Bangalore
Hi,
Keeping in mind that the situation is quite being imbalanced, I suggest you conduct a meeting, be clam and unemotional on the matter, talk to the whole staff involved with the same, and request them to send a problem or the list of issues through the mail or may be the hard copy which ever they prefer, ................
1) clearly mention them that the situation is beyond the stage for asking suggestion because there are lot of doubts, confusions and misunderstands to be resolved first,
2) hence, you do not wish to make it more complicated, so you would be requesting all the well wishers (employees who you would be subjecting at the meeting) to make the point as clear as possible, hence request them to goad every issue to be resolved and every fact is in issue at present...
3) if it is signed well and good, if not do not force, but maintain the registry of the attenders of the meeting.......
4) demand for a written copy as much as possible, because it is always safer for YOU, because beyond that they can not claim more and they would be bound by what they comment, hence they realise the importance.......
4 a) request the employees not make it serious and complicated by inviting the law and judiciary in between, tell them solidarity is most important, hence request them to understand the situation...... tell them that you apologize for the inconveniences caused, it does not affect the ego and self respect, but brings in the peace, ultimately you will see the win win situation/result......
5) most important thing is please never lose your temper during the talk, we have a saying in kannada " Kaaryavaasi katthe kalu hidi"; meaning to get the work done pretend even to bow before a donkey in times, optimistic way of practice.......... hence, be cool and be calm, even if they lose the temper, you just stop speaking for some minutes, but never lose your temper!!!! most important suggest, i would say, just because of this weakness lot of good settlements go in vain!!!!!!!
6) after collecting those list of issues, you shall do some home work of filtering and analyzing them......
7) think of the solutions and the ways to resolve them....... there will be certain issues which involvement of all will solve it in a simple way......
8) do never mess it up, taking from a small issue to the bigger one- touch it one by one......
9) once the progress begins you definitely see the changes...... and act accordingly.....
10) act in your official capacity- always, never bring in your personal attributes!!!!!!!
11 ) conduct meeting every week or in 15 days which ever is feasible.......
12) with this you surely know where you stand the how far the situations has crossed its line, worrying never fetch anything to anyone, but thinking does!!!!
hence, i suggest you to follow these guidance, and see the difference, this process looks very complicated and details while reading it, but infact it is very simple and effective process and needs only the investment of time and patience, instead of suffering daily with unwanteds stuffed in mind, it is better to go ahead and do it things in a simple way........ garbage disposal system has its value, we shall try to take out everything which make us suffer from our minds, tough but worthy.......
For timely suggestions upon the progress of implementation of the suggestion, you are always encouraged to share your experience with us for the betterment..........
Wish you a very nice day......... Take care :-)
From India, Bangalore
Keeping in mind that the situation is quite being imbalanced, I suggest you conduct a meeting, be clam and unemotional on the matter, talk to the whole staff involved with the same, and request them to send a problem or the list of issues through the mail or may be the hard copy which ever they prefer, ................
1) clearly mention them that the situation is beyond the stage for asking suggestion because there are lot of doubts, confusions and misunderstands to be resolved first,
2) hence, you do not wish to make it more complicated, so you would be requesting all the well wishers (employees who you would be subjecting at the meeting) to make the point as clear as possible, hence request them to goad every issue to be resolved and every fact is in issue at present...
3) if it is signed well and good, if not do not force, but maintain the registry of the attenders of the meeting.......
4) demand for a written copy as much as possible, because it is always safer for YOU, because beyond that they can not claim more and they would be bound by what they comment, hence they realise the importance.......
4 a) request the employees not make it serious and complicated by inviting the law and judiciary in between, tell them solidarity is most important, hence request them to understand the situation...... tell them that you apologize for the inconveniences caused, it does not affect the ego and self respect, but brings in the peace, ultimately you will see the win win situation/result......
5) most important thing is please never lose your temper during the talk, we have a saying in kannada " Kaaryavaasi katthe kalu hidi"; meaning to get the work done pretend even to bow before a donkey in times, optimistic way of practice.......... hence, be cool and be calm, even if they lose the temper, you just stop speaking for some minutes, but never lose your temper!!!! most important suggest, i would say, just because of this weakness lot of good settlements go in vain!!!!!!!
6) after collecting those list of issues, you shall do some home work of filtering and analyzing them......
7) think of the solutions and the ways to resolve them....... there will be certain issues which involvement of all will solve it in a simple way......
8) do never mess it up, taking from a small issue to the bigger one- touch it one by one......
9) once the progress begins you definitely see the changes...... and act accordingly.....
10) act in your official capacity- always, never bring in your personal attributes!!!!!!!
11 ) conduct meeting every week or in 15 days which ever is feasible.......
12) with this you surely know where you stand the how far the situations has crossed its line, worrying never fetch anything to anyone, but thinking does!!!!
hence, i suggest you to follow these guidance, and see the difference, this process looks very complicated and details while reading it, but infact it is very simple and effective process and needs only the investment of time and patience, instead of suffering daily with unwanteds stuffed in mind, it is better to go ahead and do it things in a simple way........ garbage disposal system has its value, we shall try to take out everything which make us suffer from our minds, tough but worthy.......
For timely suggestions upon the progress of implementation of the suggestion, you are always encouraged to share your experience with us for the betterment..........
Wish you a very nice day......... Take care :-)
From India, Bangalore
Thanks a lot, I will definitely put this approach into practice and will share with you the results achieved. Thank you so much once more. Regards Joyce
From Kenya, Nairobi
From Kenya, Nairobi
No problem, have patience and observation, never speak a word without analyzing, just gain your confidence back and take care..............
From India, Bangalore
From India, Bangalore
Hello Joyce,
Further to the excellent suggestions given by BSSV, suggest focus on the Line managers--or rather the mechanisms & processes they are currently following.
This follows the additional inputs you mentioned after my last posting/response, especially 'employee applying for leave and the line manager turning down the same without any clear reasons'.
You do seem to have a lot who WON'T/CAN'T take responsibility for their actions. And when this happens in management positions, the results can be catastrophic....depending on the level/position/importance of the concerned official. I have seen this happening in Indian companies.
Also, pl confirm IF the age-gap between the Line Managers & the rest of the employees is WIDE/LARGE. Many times this could generate situations that defy any reasoning & logic.
Reg BSSV's suggestions, frankly, I am not sure how many you can put into practice in Kenya--quite often stonewalling is practiced by experienced managers.
But there's one point of his for which I have a well tried-out method [I had great success implementing it while I used to work in similar environments earlier]--w.r.t. BSSV's "Point 4) demand for a written copy as much as possible....."
If your past experience has been that your demand for anything in-writing is likely to be refused or plain-ignored leading to your spending hours for follow-ups, suggest YOU make a gist of the points & mail/circulate to the concerned managers with the following Opening Line: "These are the points we discussed, as I understand them...."
And after listing out what all you wish to, END with the Line: "Pl confirm/clarify if I have missed out anything or misunderstood anything discussed wrongly."
While the 'seeming' intent is to invite comments/clarifications, you will be achieving the concept of putting things in-writing indirectly--EVEN IF NONE replies/responds. And when there's no objection, usually it's 'deemed' OK. Hope you get the point.
And going by your responses, can it be PRESUMED that you have given-up the thought of 'resigning'? :-)
Sooner you do it, the better I guess. :-)
All the Best.
Rgds,
TS
From India, Hyderabad
Further to the excellent suggestions given by BSSV, suggest focus on the Line managers--or rather the mechanisms & processes they are currently following.
This follows the additional inputs you mentioned after my last posting/response, especially 'employee applying for leave and the line manager turning down the same without any clear reasons'.
You do seem to have a lot who WON'T/CAN'T take responsibility for their actions. And when this happens in management positions, the results can be catastrophic....depending on the level/position/importance of the concerned official. I have seen this happening in Indian companies.
Also, pl confirm IF the age-gap between the Line Managers & the rest of the employees is WIDE/LARGE. Many times this could generate situations that defy any reasoning & logic.
Reg BSSV's suggestions, frankly, I am not sure how many you can put into practice in Kenya--quite often stonewalling is practiced by experienced managers.
But there's one point of his for which I have a well tried-out method [I had great success implementing it while I used to work in similar environments earlier]--w.r.t. BSSV's "Point 4) demand for a written copy as much as possible....."
If your past experience has been that your demand for anything in-writing is likely to be refused or plain-ignored leading to your spending hours for follow-ups, suggest YOU make a gist of the points & mail/circulate to the concerned managers with the following Opening Line: "These are the points we discussed, as I understand them...."
And after listing out what all you wish to, END with the Line: "Pl confirm/clarify if I have missed out anything or misunderstood anything discussed wrongly."
While the 'seeming' intent is to invite comments/clarifications, you will be achieving the concept of putting things in-writing indirectly--EVEN IF NONE replies/responds. And when there's no objection, usually it's 'deemed' OK. Hope you get the point.
And going by your responses, can it be PRESUMED that you have given-up the thought of 'resigning'? :-)
Sooner you do it, the better I guess. :-)
All the Best.
Rgds,
TS
From India, Hyderabad
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