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Dear all,

I have been working with my current company for the past year. The company has offices in Delhi and Gurgaon, and I was appointed as the sole HR in charge for both offices, operating primarily from the Gurgaon office.

I have been facing significant challenges in coordinating with my Front Office Executive since joining the company. She is based in the Delhi office and has consistently displayed rudeness and ignorance towards the matters where I have sought her cooperation.

I have raised my concerns and complaints with her numerous times, but she has not taken any action. I also discussed some recent incidents with my current boss, but there has been no resolution.

I urgently require your guidance on how to address this situation professionally and how to approach her to seek assistance or escalate the issue to senior management.

(There is additional context regarding her history in the company, which I can provide if necessary.)

I would greatly appreciate your prompt responses.

Thanks and Regards

From India, Mumbai
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Hi,

This is a very strange case. Why is your boss and other seniors accepting indiscipline? First of all, have you built up any file regarding her indiscipline? Is the management taking a lenient view on all disciplinary cases or only in this instance?

If it is prevalent across the organization, then that is not the place for you to continue. It might be better to search for another job and leave because you may not be able to implement any systems and processes in that organization. If it is only concerning that person, then you have to wait until you have a good cause with all witnesses and forward it to the management to take action.

Best regards,
Kameswarao

From India, Hyderabad
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Hi Boski,

I agree with Mr. Kraos that's why your boss is not taking any action against her. Well, I don't have a perfect answer to your question, but don't leave the job. There might be some other reason that she's behaving like this. As you have mentioned that she sits in Delhi comp since you've joined in, if she was in the Gurgaon office before your joining...???

From India, Pune
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Hi,

This is really a tough situation. I myself have gone through the exact same scenario.

The solution I found effective was:

1) Send an email to your senior management outlining the issues you are facing with that executive in Delhi.

2) Provide specific instances.

3) Give a few days to see if the management reaches out to her.

4) If not, kindly refrain from tasks that require her assistance.

If questioned by management later on, you can confidently state that you took proactive steps by informing them via email in a timely manner about the situation, which unfortunately was not addressed.

This way, you demonstrate your readiness to shoulder responsibilities and implement systems, while the hindrance is identified as the executive's behavior.

Avoid mentioning personal matters or office issues in an email; it's better to discuss such issues in person with senior management as a last resort.

This approach worked well for me; I hope it proves beneficial for you too.

Best,
Vineet

From India, Chandigarh
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First - what was the history?

And - Boski - think like this. She is being that way - as she thinks "THAT'S THE WAY."

And you need to keep up your profile too, and do what is necessary to mend the situation. All we can do is - first seek cooperation, then make sure she responds.

If this is not the case - give her the accountability for "being responsible" for any delays that will take place because of her not cooperating with you.

She may have been someone in the past - and doing the same type of job, but the company grows, people advance, responsibilities increase. She must learn / or be straightened to do what is necessary for the job to be completed on time.

Forget about her arrogant nature - focus on getting her cooperation, even if that's with a grin on her face! ;-)

I have a lady - who sits right in front of me. She is arrogant, loud, and uses rough language at our housekeeping people (for not maintaining cleanliness of HER space).

One day she did this icky thing - she washed her hands right in front of my seat, and the water spilt over the floor - there...that was enough to make me go mad. She is elder to me by 20 years.... But I had no choice but just to tell her "Ma'am - you can't do this here. If you expect cleanliness, please make sure you follow it first."

I was harsh - she went mad. She screamed, yelled at me - she asked "Do you know who I am?" "Do you know my past experience?" "You better mind your work."

My answer was simple - Yes, I am minding my work, and you better let me do it!

If there is a difficulty, please drop me an email. Let's see if my boss approves of you doing this thing here - I will be glad to let you do it then!

Sometimes - we have to be strong with what we need. After this incident, she has never ever raised her voice in front of others - In the sense, she now thinks before talking.

So same in your case - just make your point clear. You are responsible, dear!

From India, Madras
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here u go..She report to asst. Admin manager & not to me, who also sits in delhi office & have been with the company 4very long time. he also has got very laid back attitude..
From India, Mumbai
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Certainly! Here is the corrected version of the user's input with proper spelling, grammar, and paragraph formatting:

Sit with her and try to find out the things. Tell her where she is lagging, and you are facing the problem. Be professional and convey your every message to her. Everything you have to convey to the admin manager should be in writing. Tell him where and what the problem is. Try to sort out the problem. As a good HR, you have to talk with her. As an HR, you should not take action first; you have to improve herself first. Change her behavior if you can. Don't take anything personally. Boost her and show your appreciation for her work. Try to convince her to improve and groom the person. This is the first work of an HR. If all this does not work, inform this to your senior management. Tell them this is happening and be clear in your mind. Ask for the decision.

I hope this helps!

From India, Pune
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Dear Ash,

Thanks a ton for your encouraging words!!

"The History":
This lady joined the company 2.5 years back as a front desk executive. Approximately 1.3 years ago (3 months before I joined the company), she was given HR-related additional responsibilities on a trial basis by my ex-boss (HR Head, operating from Chennai) as the then "HR rep.-Delhi & Gurgaon" suddenly resigned, and she was urgently needed in the Delhi office to coordinate on HR basic work. However, later, my ex-boss received numerous complaints about her (front desk executive) bad attitude, rude replies, failure to perform tasks on time, not completing assigned work, etc., from the Delhi office director and many other staff in Delhi & Gurgaon. Finally, the management (HR Head, Delhi Office, Director, and other senior personnel) internally decided to terminate her after gathering feedback from employees and senior staff about her.

After the decision to terminate her was made (though not officially communicated to her), the HR head started searching for a suitable replacement, and that's when I came into the picture and joined the company. On my orientation day, my ex-boss briefly mentioned that she was going to be terminated (around May '08). Initially, I did not receive any support from her, even though my ex-boss had instructed her to assist me when needed.

As I was aware of her previous role and possible resentment towards losing responsibilities, I started working independently, gathering required information by speaking to individuals. Despite my boss advising me to remain mature, given her short tenure with the company, I continued to face challenges.

About her arrogant nature and rude responses: It may not be a problem if work gets done, but having to follow up multiple times for urgent matters is frustrating. Today's incident highlights this issue, as I am still awaiting her response regarding an urgent matter involving a corporate bank account opening for an employee based in the Delhi office.

I have been patient and polite in seeking her cooperation, but there is a limit to everything. Your advice and experience are valuable, and I will consider your suggestions in handling this situation effectively.

Best regards

From India, Mumbai
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Yeah, I know, and just sent an email stating:

"Dear XXX,

As requested this morning, kindly share with me the courier details (AWB no. etc) sent by XXX employee to XXX bank on 02-June-09. It's urgent.

Many Thanks"

Because I think now it's time to start communicating through email (so that I'll have a record as proof). I have given ample opportunities to her to improve, which she's taken for granted, the reason being she doesn't report to me. What do you say...am I thinking the right way...?

"Simple Boski,
Leave her history - it will remain as an incident in the past.
Well, she knows that she has to get it - you just need to say: Great, glad that you know that you have to get it, but I need to know when you will get it done, at least a tentative timeline.
Just drop her an email. And state that any delay in the same will call for her explanation of the same. Then she will know how to get it from the boys!
Make sure you don't delete the sent items."

From India, Mumbai
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chum
18

Dear Boski,

Good case to discuss. I want to know a few things from you:

1. Have you met her in person?
2. Have you communicated with her immediate boss?

I would suggest communicating with her only through email and not by phone. Don't forget to cc her immediate boss and your boss. Try to follow up by email every 5 minutes. Sometimes, we have to be persistent with such individuals to get the work done. Check her threshold limit, make her feel annoyed. As Asha said, don't delete any emails that you have communicated or communicate with her.

Best regards.

From India, Mangaluru
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You are thinking in the right way, and I'm glad you started communicating through email.

There are certain things that we can never do while talking (I am considering you here) - you cannot be harsh (that's within you... maybe your nature because you believe that everything can be sorted by talking).

Well, through email, you can be both harsh and direct, with no offense!

Simple, look at the email below:

XXX:

As discussed with you this morning, I'd appreciate if you could share the courier details (AWB no. etc) sent by Surabhi Arora to Citibank on 02-June-09.

I would like to get the information as soon as possible. Please revert if you have any difficulties in retrieving this information, with the tentative time I can expect the same from your end.

Thanks,

Boski!

Dear now you see - No need to add too much of dear and many pleases and telling her it's urgent and all. Just tell her you need it. Ask her to revert if there is something stopping her from getting this info on time.

If she says that the boys are not getting it - tell her it's her job to make the boys get it done.

From India, Madras
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Hey Ash,
Thanks a ton for bringing back my attention to this point :)... I used to communicate this way only as stated in your words; -) (initially) and didn't even realize by when it changed to this level (maybe it's my frustration towards her attitude which started coming out this way... "but not good" as an HR and as an individual too. :)


From India, Mumbai
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On your queries Chum;

1. I have met her personally, but she doesn't open up much with me.
2. Yeah, I did communicate with her boss (who himself has a very laid-back attitude) initially 2-3 times, but then his replies were like "it's ok yaar" or she must be busy. Then, I (also being new to the company and people) preferred to communicate this to my immediate boss. Communicating verbally was a suggestion from my ex-boss to myself. Even though I did realize initially that communicating verbally would not help, I thought to give it a try, which never worked. But now, I'll communicate through email first.


From India, Mumbai
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Hi there,

I am angry with Vineet. If your boss is ignoring your problem, you should forward an email to your senior and send a copy to management. It's better to speak freely with management instead of suffering day by day. But don't leave the job because you may have to face this kind of problem with every second job. Management will definitely support you.

Good luck

From India, Bhopal
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Thank you for your inputs, Sajid! I have decided to give some more time to her and this situation to improve, while incorporating the valuable inputs given by Ash, Chum, Vineet, Abhi, and you (thanks again everyone:icon1:). I will definitely get back to you guys on this issue if it persists in the future.


From India, Mumbai
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Hi Boski,

The outward picture I often see in resistance to cooperation is communication. Communication itself is a valuable tool for productivity, but can be detrimental when not used correctly. Have you ever wondered why a certain individual seems quite reluctant? Have you ever asked, surprisingly, why?

I could suggest something; maybe your boss has not properly introduced both of you. Does she have any idea about your job description, the jobs you have pinned and shared together? Is she willing to work things out with you? Is there any trust in this new introduction atmosphere you both are engaged in? Or is it simply that you don't communicate?

I agree it is difficult to dislike people whom you would like and vice versa. But the best way to solve this conflict is to be open with her in a straightforward manner. Be nice, be professional, be a listener, be honest, be official when necessary, and set your goals and professional expectations. Good luck!

Bye for now... Thank you!

From Saudi Arabia
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Hi Mr. X,
I think u're getting there and I don't think (but not sure) she intially had an IDEA about my complete Job Profile.
I believe you must have gone though the background of this case in my earlier posts. During my interview in this company, I was briefed on my “Job Profile”, out of which 10% was/is the very basic admin responsibilities, which, I, had to take care-off for Gurgaon Office, reason being myself physically being present there, which I's perfectly ok with, as the Core admin guy sits in Delhi & I was to act as an interface for Admin stuff with this admin guy as explained by my ex-boss.
The mgmt. had to hire a HR person & they decided to appoint that HR at G'gaon office as they didn't wish to incur extra cost by hiring an Admin person for such a small office which had/has the strength of 10-12 employees. (This I realized later and didn't have any complain, however it's never explained to/shared with me neither by my ex-boss nor by any of the sr. mgmt. person)
Later I did realize that the foremost reason of my appointment at Gurgaon office instead of Delhi, though our 80% staff sit at Delhi Office, which, had/has the major requirement of HR) was the actual mgmt's need of a person who could be physically present in G'gaon office and could carry-off those basic admin requirement.
Now, My job profile was very much clear to me, to my ex-boss & to Gurgoan Office Head, BUT, I realize the same was not clear to anyone else at Delhi & Gurgaon except few very sr. deptmt. heads.
I was perceived as an Admin Rep (that too a candidate with a similar profile of what our Front. Desk Ext. was/is), which came as a shock to me. Here I'm sharing one incident happened just after 2 days of my joining to this firm;
·Some of our employees at our G'gaon approached to my with a request of arranging for Black Salt/Black Pepper for G'gaon office (as the same's there in Delhi office), however, I did give them firm reply to approach to the Admin person & Exe (Front Desk. Ex) for the same, or else can send a requisition email to me & I'll take it forward. I did notice that they felt offended as they were not expecting this kind of reply from their assumed “Admin. Exe.”
At that very point, I didn't realize that why these people approached me for these things & even I felt bad &offended. However, I did share this with my Office Head & he told me clearly that they may perceived you as an Admin person, so, next time if they come again with these kind of request just direct them to me (to office Head).
There were many incidents happened then after, which made me think & believe, that either these people (including Admin Head/Exe. (Front Desk) and other staffs) are not clear about my role in this company or this Admin Head & Exes. Are misleading other employees by telling them, that, I'm the Admin. Person. I suffered a lot coz of it, as people use to approach me 4 something I couldn't help them out & after getting my reply they used to fell offended as they also use to tell that the Delhi Fron. Desk. Exe. told them, that, I'm the one who will do it.
I told this to my ex-boss & suggested to have a concall with key people (including Admin Head & Exe.) so, that the confusion and doubts would get cleared, if any, & we'll would be at the same platform, as the same is important for everyone to know who's responsible for what, otherwise, people will end-up approaching wrong people for their work, which will only ruin the atmosphere in office. She did agree, but end up sharing Admin, Fron Desk. Exe. & HR job profile of the respective individuals with Delhi & Gurgaon Employees (which again was beyond my understanding, because the issue was not at all the employees who were approaching me for such stuff, but, the people who're misleading them with my job profile). This all happened after the termination decision of Front Desk Exe. was taken-back.
However, I still stood firm, strong and started focusing on my job and almost stopped heed to all these un-professionalism things happening with me.
With my Professional, co-operative, mature attitude & work I share a very professional and healthy relations with most of the employees here. But these two people (Admin Head & Front Desk Exe) still has not changed their attitude towards me & it's me who's always been the initiator with them and do communicate with them on a regular basis.
Boski!



From India, Mumbai
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Hi, Vineet is right. No talking or complaining. I had faced the same exact problem, so I can understand. Shoot an email to her for explanations and also send a copy to your boss. Be professional. If you are not getting any explanations from her, send a reminder once again and don't forget to send a copy to your boss. Furthermore, if no steps have been taken against your email from both sides, then you better look for another job. I did the same.

Thanks & regards, Uma.

From India, Calcutta
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Hi,

She is impressive and perhaps hardworking. Therefore, your boss doesn't want to transfer her to your office; they prefer to retain her there. It would be better to ask your HR to recruit a new Front Office Executive and remove her from your office staff. I hope the senior management will take note of the situation and that a solution will be found promptly. Be firm in removing her from your office staff to see positive results.

C.B. Gupta

From India, Delhi
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Hi Boski,

I fully agree with what Ash said and what Abhishek Tiwari suggested. She is also human, and I think she also doesn't want to continue with the consequences. So, just have an informal meeting or invite her for coffee. Talk and try to find the problem. A little bit you bend and a little bit let her bend. Both of you will benefit! My good wishes are with you.

With warm regards,

From India, Ahmadabad
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Yes, I am with you now.... Boski!!! Lovely day ahead of you before anything else...

You have finally stressed the importance of this administrative inefficiency... In our language of call for work, we must at all costs ensure the transparency of the role is innate.

Job descriptions are purely guidelines in the fieldwork. Now that your direct head is so much aware of the inconsistency in your work setting, an action should have been initiated from their side. They should have taken this matter as a priority on their managerial side. Because, crucial it is and vital it is for you and the rest of the workers.

It is really true that you will feel incomprehensible (as a sign that you seek advice in this posting) to the task because in your usual cases the administrative people have done less and have NOT EXERTED much of that effort to act upon your issues.... Constraints and barriers I consider are much more of added information that you should take into account. Call it a tool to help you analyze this problem. To me, that can be mostly likely of seniority and mostly it's whom "admin" know and NOT what you know... (just my personal views); a constraint of why it ends up in this mess not taken seriously by the admin...

Boski, with your dealings and dedications, I honestly feel and find it very determined from your side to settle the roof of these disturbances and yet little has been assisted from your direct/immediate superior. It's never too late to initiate the courage you have started. Dear, you know it's not surprising to see you mingling with others (your concern opposing group) because they feel you are not WELCOME... they see it often as an alien and as starters, and they want a test you up scenario....

Position and rankings are a complex subject in most of our field. I could sense that with you handling the job and taking things to run the unit/dept smoothly... they feel threatened and are uncomfortable. As most in your posting, evidently we can see them in how they respond to you, write you and even answer you...!!!

All the while this BIG gap disaligns your relationship with them. I want you straightly to move yourself and be prepared to confront the issue. Have it a way that your superior is aware of your move and what you plan to do with her. If this matter does not end up rightfully you will both have an endless doubt of conflict. To me this conflict (if not dealt with) will share inappropriateness, professional struggle, unproductivity, and chaos.

You're extraordinary, that's why you post it here. You have plans I know inside your brains, but just unsure to bomb it out... Go on... take my advice and it is worth a try... You will be perfect for that I can psychologize you...

From Saudi Arabia
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Such situations do come up in the office when one employee is not relieved for moving to a different location. Your predicament is that you are located in the Gurgaon office, and the employee at the front office working in Delhi doesn't report to you in Gurgaon for office work. If this is true, the situation does not stem from improper communication or a lack thereof between the two of you but rather from the relocation of the employee. I have witnessed many such peculiar situations where an employee is not instructed to go and report to another boss in government, public sector, and even in private firms when he or she is deemed valuable in their current role. Nobody wants to part ways with a hardworking and sincere assistant. In this case, your boss is also involved, and the reluctance to heed your request to send her to you for office work definitely falls into this category. Consequently, you need to only persuade your boss to agree to your requirement. Even taking any disciplinary action will be a futile exercise without the support of your boss. Hence, I see grounds for you to demonstrate your Delhi office's strength to him rather than focusing on your own strength. This is something you can certainly do, as no other approach will be effective except causing demoralization and increasing your blood pressure. I am speaking from my over 36 years of managerial experience in executive management across various organizations, as mentioned above. You must be practical and not resign for this simple reason, which you might encounter elsewhere with similar bosses.

C.B. GUPTA

CEO, CEO EUROPE CERTIFIED

From India, Delhi
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Thanks, Prof. X!

Yeah, Prof. X, you got it exactly right. Also, I have noticed that it's the management who has been very insensitive about this issue. There is one more reason that I never took this issue to anyone else other than my immediate boss (the ex & current), and I'm sure they are unable to help. Every time the issue was brought to them, they always tried convincing me rather than taking action, which they should have done after conducting a proper analysis and investigation of the issue and situation. I'll put here the recent incident(s):

A week back, I received an email from our head office to get a form filled and signed off by all the employees (Delhi & Gurgaon) as a yearly exercise. It was marked to me only. Just after 10 minutes of the first email, I received another email (for the same exercise) which was marked to the front office extension too. However, by that time, I had already started sending the forms to staff department-wise. I thought it wise to call up this girl and tell her that I had already started working on it and had sent it to specific departments so that the rest could be taken care of, and we both could coordinate the exercise to get it completed. I gave her a call, and the moment I mentioned the email to her, she quickly replied, "I have given the forms to everyone." I then asked her to share the list of completed and pending employees' names with me once it's done, as I have to send the status report.

Later, I called up my boss and told her the whole story where the email was marked to two different people, discussing who should act and who will send the status report. However, as HR, I believe that despite the fact that the mail was marked to different people, the status report will be expected from my end, and my boss agreed with me. Then I told her clearly that in that case, it should only be marked to me and not to several people; otherwise, I would not take the responsibility of getting it done. I suggested her to create a process where the email sender would know the workflow process and mark the email to the concerned people accordingly. (I doubt if she's going to take my suggestion seriously).

Do give your comments, Profs! I think I have done the right thing by bringing this issue to this forum, where the inputs/comments/guidance from the members would surely help me reach some conclusion rather than continuing my job without a proper process in place.

Have a great day ahead!

Thanks & Regards

From India, Mumbai
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I perfectly understand, Capt., and that's the reason why I'm still with this org. Initially, it didn't seem like an issue due to which I should have left this company. But now, I think it's becoming difficult for me to continue with this company anymore. The foremost reason for the same is that I'm based out of the GURGAON OFFICE, and my profile's major requirements are at the DELHI OFFICE. For many of my tasks, I become dependent on these people, wherein they expect me to do my job on my own—whenever I seek their help (I think to some extent they are right too). They aren't supportive or cooperative enough.

At the same time, I too find it a very uncomfortable situation for myself.

I really don't understand the management's decision of keeping me at an office where I'm not required at all according to my role & at the same time expecting me to take care of all HR responsibilities, which mainly belong to the Delhi office. For which I have to depend on various people to get my work done. Because of all these, I'm heading towards demoralization and losing my enthusiasm in my work, which is my passion. Had I been posted at the Delhi office, I feel these issues would have never arisen.

The second reason for my increasing demoralization is myself being alone at the GURGAON office, as there are very few staff in the office (4-5 at a time) who are mostly out for meetings. On top of that, no girls (that means I have no company). So, for the last year, I have been spending my time in the office either doing my work or looking at my system, which I'm fed up with now.

I need your suggestion here. As my appraisal is due, do you think I should talk to my boss about transferring me to the Delhi office (not only from an HR point of view but also from an employee's point of view)? At the end of the day, I'm also an employee (even as HR) who is working with this company, and I expect them to think about me as well. ;-)

Have a great day ahead :)

Thanks & Regards

Such situations do come up in the office when one employee is not relieved for moving to a different location. Your problem is that you are located in the Gurgaon Office, and the employee at the front office working in Delhi doesn't report to you in Gurgaon for office work. If this is true, the situation is not one of proper communication or lack thereof between the two of you but of the relocation of the employee. I have seen many such odd situations when an employee is not asked to go and report to another boss in government, public sector, and even in private firms when he or she is considered helpful in the present job. Nobody wants to part ways with a hardworking and sincere assistant. Here, your boss is also involved and doesn't want to listen to your call of sending her to you for office work; definitely, this falls into this category. As such, you have to only pursue your boss to agree to your requirement. Even taking any disciplinary action will be a futile exercise without the support of your boss. That's why I see grounds for you to show him your Delhi Office strength rather than taking yours. This you can definitely do, and no other work will work except demoralization and increasing your blood pressure. I am saying this with my more than 36 years of managerial experience in executive management working in various organizations as mentioned above. You have to be practical and cannot resign for this simple reason, which you may encounter everywhere with such bosses.

C.B.GUPTA

CEO, CEO EUROPE CERTIFIED

From India, Mumbai
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Dear Boski,

I notice you are a sincere, hardworking executive who works for the organization and delivers effective work in business. That's why you are so concerned about the correct systems and placement of your staff as the HR Head. However, you must understand that your immediate boss may have a wider organizational perspective in this case unless he is involved with the lady employee, which I can only confirm upon getting evidence of their commitment and social involvement.

You do not lose anywhere. Hold on to your work as sincerely as you are. This will pay off for you. You have to be professional and nothing else. If it is possible, you can propose the regrouping of the HR office at the Delhi office to enhance departmental cooperation, coordination, and effective control from working from the corporate office. Leave it to the judgment of your immediate boss but send a copy of your email to your CEO for his information regarding your merit in the case for regrouping of HR work from the corporate office. I am sure your CEO will ensure the correct and mature decision in the matter.

C.B. Gupta

From India, Delhi
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Dear Boski,

Since your appraisal is due with your boss, your proposal mail copy needs to be sent to your CEO to have a firsthand view of your capabilities for organizational development as the HR Head. Is your boss a lady since you have used "her" for boss? Also, are your boss and CEO the same person or different individuals?

Good luck.

C.B. Gupta

From India, Delhi
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Hi Captain,

Hope you have been well, and sorry for the late reply. I have been very tied up for the last few days.

I have a lady boss and can assure that she's not involved with the Front Office Executive, definitely. As far as regrouping of HR is concerned, I would definitely propose this.

Thanks


From India, Mumbai
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Thank you for appreciating, Capt. I do not want to reach any conclusion in a hurry. This is a situation that has been continuing for the last year on an on-and-off basis, which does bring hindrance in performing many tasks (mainly for myself and other associated people). I have again started bringing these concerns to my present boss and have gradually succeeded in pushing her to speak to her immediate boss so that some processes can be put in place.

I will continue to post updates on the status of this case here. By discussing the issues/cases here, I try to analyze the situation rationally while attempting to find a solution. I must thank all of you for your support.

Thank you.


From India, Mumbai
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Hi, I am Pratap. I was facing a similar situation. What I did was that I communicated the problem to a senior. He was not able to provide a proper solution. Then I conveyed the problem to an even more senior position. Still, there was no use as they didn't take it seriously, saying that if an employee is performing well, they won't pay attention to his misbehavior.

What I did was started building rapport with the problem employee by copying his body language, tone of voice, and understanding his belief system, which worked well. The problematic person is cooperative, and I am able to handle her.

My suggestion is to build rapport by imitating body language, tone of voice, and understanding her belief system. It has helped me; you can try.

Regards,
Pratap Kamble

From India, Pune
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