Greetings!
It has been observed that most of the employees don't have enough trust on top management. They have a notion that if a issue is raised, management would be least interested in addressing the same. However even i feel the same. Whenever a intiative is taken or issue is raised I end up doing innumerable follow-ups with top management to get the task completed successfully. If employee takes complete ownership of the task, employee costs almost his job for not keeping required authority in loop.
Due to this many initiatives die out and costs the moral of employees. I invite all of you to suggest such experiences and lets discuss on possible reasons and alternative ways of addressing the problem.
Regards,
Savitha
From India, Aurangabad
It has been observed that most of the employees don't have enough trust on top management. They have a notion that if a issue is raised, management would be least interested in addressing the same. However even i feel the same. Whenever a intiative is taken or issue is raised I end up doing innumerable follow-ups with top management to get the task completed successfully. If employee takes complete ownership of the task, employee costs almost his job for not keeping required authority in loop.
Due to this many initiatives die out and costs the moral of employees. I invite all of you to suggest such experiences and lets discuss on possible reasons and alternative ways of addressing the problem.
Regards,
Savitha
From India, Aurangabad
Savitha,
you have raised a fine point. the same situation persists if you fix up a "suggestion box" in office.
Initially for the first few months get ready to get only cosmetic/ superficial suggestions.
However
a) make it a point to acknowledge each and every suggestion
b) Find ways to say "YES" to a suggestion ( this implies attitude change by accpeting the need for improvement in best interests of the organsiation)
Also invite volunteers for various forums eg health and safety commitee ( this can be broken into 2 sub committees namely first aid and fire fighting), Paper recycling club, harassment commitee etc.
Forums are a means of fulfilling the fundamental rights of "freedom of peech n expression etc)
also your organsiation may encourage people to spend time with NGOs, the company should least contribute an amount equal to what the employee has given for donation.
top mgmt "buy in " is essential. however tell them the inherent advantages of greater employee/ customer satisafction.
suryavrat
From India, Delhi
41you have raised a fine point. the same situation persists if you fix up a "suggestion box" in office.
Initially for the first few months get ready to get only cosmetic/ superficial suggestions.
However
a) make it a point to acknowledge each and every suggestion
b) Find ways to say "YES" to a suggestion ( this implies attitude change by accpeting the need for improvement in best interests of the organsiation)
Also invite volunteers for various forums eg health and safety commitee ( this can be broken into 2 sub committees namely first aid and fire fighting), Paper recycling club, harassment commitee etc.
Forums are a means of fulfilling the fundamental rights of "freedom of peech n expression etc)
also your organsiation may encourage people to spend time with NGOs, the company should least contribute an amount equal to what the employee has given for donation.
top mgmt "buy in " is essential. however tell them the inherent advantages of greater employee/ customer satisafction.
suryavrat
From India, Delhi
Thks Survayat!
Reffering your suggestion of forming various committee, I have already tried that during Jan...Though that committee started off well, it lost its enthusiasm in a course of time...
Employee lack too much of drive....N few interested employees are overloaded with work n hardly find time to do such recreational activities.
Let's C how it going to work further...I believe it would take some time & good amout of consistent effort & patience to bring that change across all levels of mgmt!
Regards,
Savitha
From India, Aurangabad
Reffering your suggestion of forming various committee, I have already tried that during Jan...Though that committee started off well, it lost its enthusiasm in a course of time...
Employee lack too much of drive....N few interested employees are overloaded with work n hardly find time to do such recreational activities.
Let's C how it going to work further...I believe it would take some time & good amout of consistent effort & patience to bring that change across all levels of mgmt!
Regards,
Savitha
From India, Aurangabad
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