Hello Friends,
I am in a situation and looking for suggestions, please. After a long 2 years of pregnancy break, I joined an IT company as a senior HR executive with over 6 years of experience. Although I am in HR, my profile is more focused on change management and HR generalist roles. I have to coordinate virtually with management in the US, so practically, there is no one from senior management in India.
For the first three months, I was asked to observe all processes, derive possible solutions, etc. However, I wasn't allowed to access HR records or existing documents. I had to struggle to obtain the required information. When I started proposing necessary changes and ways to implement them, I faced obstacles at every point, and most of my work was put on hold midway. Now, the changes I suggested are being passed on to other HR colleagues who are executing them.
I am unable to understand how they concluded that I couldn't complete any projects (even though major decisions were pending with management or put on hold), leading to my confirmation being extended.
Today, I had a meeting with management where the CEO appreciated my work, dedication, and meticulous attitude but expressed concern over my audacious attitude and not simply doing a "Yes boss" job. According to him, regardless of the situation, one should not prevent the boss from making mistakes, shouldn't question why or what, and should just go along with what the boss says. He mentioned that if I can adapt to this culture, I can continue; otherwise, there's no point in continuing.
Now, I am confused about what to do in this situation. I am really trying to understand if there is an issue with my attitude or if it's the company culture. I firmly believe that change will face resistance from various directions, but with the right intent and approach, things will fall into place.
I apologize if this post seems irrelevant to some, and I thank you in advance for taking the time to read and reply. I genuinely appreciate your suggestions and eagerly look forward to as many suggestions as possible.
Regards, HR fellow.
From India, Noida
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I am in a situation and looking for suggestions, please. After a long 2 years of pregnancy break, I joined an IT company as a senior HR executive with over 6 years of experience. Although I am in HR, my profile is more focused on change management and HR generalist roles. I have to coordinate virtually with management in the US, so practically, there is no one from senior management in India.
For the first three months, I was asked to observe all processes, derive possible solutions, etc. However, I wasn't allowed to access HR records or existing documents. I had to struggle to obtain the required information. When I started proposing necessary changes and ways to implement them, I faced obstacles at every point, and most of my work was put on hold midway. Now, the changes I suggested are being passed on to other HR colleagues who are executing them.
I am unable to understand how they concluded that I couldn't complete any projects (even though major decisions were pending with management or put on hold), leading to my confirmation being extended.
Today, I had a meeting with management where the CEO appreciated my work, dedication, and meticulous attitude but expressed concern over my audacious attitude and not simply doing a "Yes boss" job. According to him, regardless of the situation, one should not prevent the boss from making mistakes, shouldn't question why or what, and should just go along with what the boss says. He mentioned that if I can adapt to this culture, I can continue; otherwise, there's no point in continuing.
Now, I am confused about what to do in this situation. I am really trying to understand if there is an issue with my attitude or if it's the company culture. I firmly believe that change will face resistance from various directions, but with the right intent and approach, things will fall into place.
I apologize if this post seems irrelevant to some, and I thank you in advance for taking the time to read and reply. I genuinely appreciate your suggestions and eagerly look forward to as many suggestions as possible.
Regards, HR fellow.
From India, Noida
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Dear friend,
You have written that "Today, I had a meeting with management where the CEO appreciated my work, dedication, and meticulous attitude but showed his concern over my audacious attitude and not doing the "Yes boss" job. According to him, whatever the situation, do not stop the boss from doing wrong, do not ask why or what, and let things go as the boss says. If I can adjust to this culture, I can consider continuing; otherwise, there is no point in continuation."
The above paragraph is in reply to your query. No further explanation is required as such. By the way, may I remind you that you work in India? Going with the flow is the norm, and swimming against the tide is always fraught with risk. It appears that you have taken that risk. Now you have two options. One is to fall in line and obey what the CEO says. The second is to plow your lonely furrow. While the former option will increase the chances of your continuation, the latter could jeopardize your tenure in the company. Therefore, the choice is yours!
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8218You have written that "Today, I had a meeting with management where the CEO appreciated my work, dedication, and meticulous attitude but showed his concern over my audacious attitude and not doing the "Yes boss" job. According to him, whatever the situation, do not stop the boss from doing wrong, do not ask why or what, and let things go as the boss says. If I can adjust to this culture, I can consider continuing; otherwise, there is no point in continuation."
The above paragraph is in reply to your query. No further explanation is required as such. By the way, may I remind you that you work in India? Going with the flow is the norm, and swimming against the tide is always fraught with risk. It appears that you have taken that risk. Now you have two options. One is to fall in line and obey what the CEO says. The second is to plow your lonely furrow. While the former option will increase the chances of your continuation, the latter could jeopardize your tenure in the company. Therefore, the choice is yours!
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Dinesh,
Thank you for taking the time and your kind reply; I really appreciate it. Being in "Change Management" profile, formulating SOPs, SLAs, and Policies is a mundane task for us. While doing this, we have to, at times, take risks and try one of the other strategies that best fit the organization's needs and culture. Having worked with major MNCs (except this company), I have never come across any allegations pointing to attitude and work style. So, this time, it's a truly different experience. Change is followed by brainstorming, debates, and having differences in thoughts is normal. What happens in meeting rooms stays in meeting rooms.
So, the question now is whether it's an attitude problem or a company culture problem?
Thanks in advance for your kind reply.
Regards,
HR fellow.
From India, Noida
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Thank you for taking the time and your kind reply; I really appreciate it. Being in "Change Management" profile, formulating SOPs, SLAs, and Policies is a mundane task for us. While doing this, we have to, at times, take risks and try one of the other strategies that best fit the organization's needs and culture. Having worked with major MNCs (except this company), I have never come across any allegations pointing to attitude and work style. So, this time, it's a truly different experience. Change is followed by brainstorming, debates, and having differences in thoughts is normal. What happens in meeting rooms stays in meeting rooms.
So, the question now is whether it's an attitude problem or a company culture problem?
Thanks in advance for your kind reply.
Regards,
HR fellow.
From India, Noida
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Change management is always difficult as it needs a clear vision that should be communicated to all stakeholders within the company. Change can come about only when there is consensus and full support of top management. One must be certain what the outcome of change should be and work in that direction with full involvement and support of top brass. Many establishments talk about all proper management terms but do not implement them as it entails a change in their attitude. Sometimes a go-getter is categorized as a person with attitude. One needs to be discreet and choosy in words used in interactions with superiors. Impressions are made on small issues at times and it sticks. You need to make discreet changes in your words/actions to avoid getting into a clash with a boss who seems to be a vintage model who wants "yes" people around. Probably when there is a positive result even in the short term due to your work, the boss may change his mind. Eventually, one has to decide whether he/she can make changes in basic nature/mindset and adjust or bide time to change jobs in circumstances where the boss does not appreciate the work being done. From the little bit you wrote, it could be a company culture issue or an individual boss issue. Play the cards carefully and see how things work out.
From India, Pune
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From India, Pune
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Dear friend,
This is my reply to your second post. Though you have been appointed for "Change Management," did you have the authority to execute the change? In India, bosses decide the framework of change, and juniors are expected to work within that frame. Those who try to go out of that frame are considered as mavericks. Your intentions might be noble, and you could be working in the interest of the company, but the overriding factor is to cherish the boss's requirements and priorities.
Therefore, what you could have done or even do hereafter is to propose change, get it approved in a written document, and do as much as the boss tells you to do. This is the mantra of survival if you wish to be successful in India!
Thanks,
Dinesh Divekar
From India, Bangalore
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This is my reply to your second post. Though you have been appointed for "Change Management," did you have the authority to execute the change? In India, bosses decide the framework of change, and juniors are expected to work within that frame. Those who try to go out of that frame are considered as mavericks. Your intentions might be noble, and you could be working in the interest of the company, but the overriding factor is to cherish the boss's requirements and priorities.
Therefore, what you could have done or even do hereafter is to propose change, get it approved in a written document, and do as much as the boss tells you to do. This is the mantra of survival if you wish to be successful in India!
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear HR colleague,
If your side of the story is to be believed, it apparently appears to be a cultural issue. However, it is difficult to pinpoint as several undercurrents may be in the background. If your CEO was appreciative of your work, his observation about your attitude coming in the way of the end objectives of change management (my interpretation) is incomprehensible.
I would suggest that since you are in a change management role, continue to work with the same zeal for some more time, navigating through ego issues, personality clashes, etc. If needed, modify your own attitude and proceed with your agenda. You need to find space for yourself, giving time to explore your potential for success against all odds before considering quitting.
If, despite your all-out efforts to your satisfaction to bring about change, it does not work due to an unchangeable cultural issue, then consider looking for new opportunities, though it would be an unfortunate defeat for someone in a change management role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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If your side of the story is to be believed, it apparently appears to be a cultural issue. However, it is difficult to pinpoint as several undercurrents may be in the background. If your CEO was appreciative of your work, his observation about your attitude coming in the way of the end objectives of change management (my interpretation) is incomprehensible.
I would suggest that since you are in a change management role, continue to work with the same zeal for some more time, navigating through ego issues, personality clashes, etc. If needed, modify your own attitude and proceed with your agenda. You need to find space for yourself, giving time to explore your potential for success against all odds before considering quitting.
If, despite your all-out efforts to your satisfaction to bring about change, it does not work due to an unchangeable cultural issue, then consider looking for new opportunities, though it would be an unfortunate defeat for someone in a change management role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Dear Perturbed Colleague:
I have also taken out the exact quote as brother DD did, "Today, I had a meeting with management where the CEO appreciated my work, dedication, meticulous attitude but showed his concern over my audacious attitude and not doing the "Yes boss" job. According to him, whatever the situation, do not stop the boss from doing wrong, do not ask why or what, and let things go as the boss says. If I can adjust to this culture, I can think of continuation; else, there is no point in continuation."
All professional relationships, and hence performance, are akin to a trapeze artist on a tightrope. The slightest misstep/slip, and you know the consequences. Role performance integrity is not a question of 'yes boss' as you put it. You, or any employee (whom I label as associates), must contribute his/her best - which may at times go beyond the defined roles/responsibilities. Anyone (including the boss) may take due credit for that, but you remain the author. It will sooner or later count.
Our corporate culture must be that of, relationships apart, meritocracy. Don't take such 'inappropriate gestures' to heart.
Cheer up,
Arif ur Rehman
From Pakistan, Karachi
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I have also taken out the exact quote as brother DD did, "Today, I had a meeting with management where the CEO appreciated my work, dedication, meticulous attitude but showed his concern over my audacious attitude and not doing the "Yes boss" job. According to him, whatever the situation, do not stop the boss from doing wrong, do not ask why or what, and let things go as the boss says. If I can adjust to this culture, I can think of continuation; else, there is no point in continuation."
All professional relationships, and hence performance, are akin to a trapeze artist on a tightrope. The slightest misstep/slip, and you know the consequences. Role performance integrity is not a question of 'yes boss' as you put it. You, or any employee (whom I label as associates), must contribute his/her best - which may at times go beyond the defined roles/responsibilities. Anyone (including the boss) may take due credit for that, but you remain the author. It will sooner or later count.
Our corporate culture must be that of, relationships apart, meritocracy. Don't take such 'inappropriate gestures' to heart.
Cheer up,
Arif ur Rehman
From Pakistan, Karachi
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