Greeting to Seniors,
Hi I\'m Trupthi,
I have newly joined to one of the manufacturing firm, here the things are very different many things need to be streamlined, but all my seniors here come with minimum experience of 8 to 10 years and they don\'t value my ideas which need to be implemented.
So please suggest how to handle this situation
Waiting for your reply disparately.. Please help..
From India, Bangalore
Hi I\'m Trupthi,
I have newly joined to one of the manufacturing firm, here the things are very different many things need to be streamlined, but all my seniors here come with minimum experience of 8 to 10 years and they don\'t value my ideas which need to be implemented.
So please suggest how to handle this situation
Waiting for your reply disparately.. Please help..
From India, Bangalore
Hi Trupti
It is quite common in the small & medium sized organisations. Initially you should discuss with the management as where you wanna streamline the organisation. What are the plans. If management agrees then you shall start slowly by implementing policies. Make sure those changes will not affect the organisation in any manner. :)
From India, Bangalore
639It is quite common in the small & medium sized organisations. Initially you should discuss with the management as where you wanna streamline the organisation. What are the plans. If management agrees then you shall start slowly by implementing policies. Make sure those changes will not affect the organisation in any manner. :)
From India, Bangalore
Hi Sir,
Thank u for your response...
I have discussed the things with my Director he is really being encouraging and informed me to implement as well, but when i put across the same to my Sr HR Managers they respond in very neglecting manner. As i am new to the firm i cant directly go and approach the people.. so please suggest me should i inform my director about this response or what step i need to take...
From India, Bangalore
Thank u for your response...
I have discussed the things with my Director he is really being encouraging and informed me to implement as well, but when i put across the same to my Sr HR Managers they respond in very neglecting manner. As i am new to the firm i cant directly go and approach the people.. so please suggest me should i inform my director about this response or what step i need to take...
From India, Bangalore
Hello Trupthi,
May we know how much experience you have, as you have mentioned the experience that other managers have? How large is the organisation? What's your role in the organisation and how is it that you discussed it with the director and not the Sr. HR managers? How many SrHR Managers are there?
Without knowing what you are trying to change it is difficult to advise you. Changinging anything requires patience and tact.
From United Kingdom
May we know how much experience you have, as you have mentioned the experience that other managers have? How large is the organisation? What's your role in the organisation and how is it that you discussed it with the director and not the Sr. HR managers? How many SrHR Managers are there?
Without knowing what you are trying to change it is difficult to advise you. Changinging anything requires patience and tact.
From United Kingdom
Hi Triputi,
First It is very important to know in which atmosphere we are working? who are the core people and why? what is the priority of establishment, i.e. vision, strategy, future planning, scope of investment etc. I don't know your designation but i think you are reporting to Sr. Manager HR if i m right than instead of directly approaching to Director you must discuss the ideas with Sr. Manager first. You observed Sr. Manager neglecting your ideas since you want to discuss which can be your attribute or judgement towards a personality. We should not tried to judge the people very early.I personally suggest spent little more time and come to conclusion.
All the best.
Rajender Singh
From India, Chandigarh
First It is very important to know in which atmosphere we are working? who are the core people and why? what is the priority of establishment, i.e. vision, strategy, future planning, scope of investment etc. I don't know your designation but i think you are reporting to Sr. Manager HR if i m right than instead of directly approaching to Director you must discuss the ideas with Sr. Manager first. You observed Sr. Manager neglecting your ideas since you want to discuss which can be your attribute or judgement towards a personality. We should not tried to judge the people very early.I personally suggest spent little more time and come to conclusion.
All the best.
Rajender Singh
From India, Chandigarh
Hi Sir,
I carry a 2.5yr experience in ITES industry and i am very new to manufacturing .. wherein around 2000 employees are working(contract+Direct) and around 350 support staff its a growing company, the role of mine is not specified yet they have initially told me to handle recruitment and attendance. there are 2 Sr managers working..
After a couple of days of my joining. me and director had a casual talk. he asked about my observations for the last few days and then where i presented the same he was quiet happy and told to implement the same.
Sir... here we need to start streamlining the things from scratch .. Initially i have to start with the basic things like ID cards,Dress code, and proper track about log in and log out...
The attitude of the people here is completely different... they have a problem in wearing there ID card also.. as i carry less experience compare to them im not in a position to tell them also..
Kindly suggest me..
From India, Bangalore
I carry a 2.5yr experience in ITES industry and i am very new to manufacturing .. wherein around 2000 employees are working(contract+Direct) and around 350 support staff its a growing company, the role of mine is not specified yet they have initially told me to handle recruitment and attendance. there are 2 Sr managers working..
After a couple of days of my joining. me and director had a casual talk. he asked about my observations for the last few days and then where i presented the same he was quiet happy and told to implement the same.
Sir... here we need to start streamlining the things from scratch .. Initially i have to start with the basic things like ID cards,Dress code, and proper track about log in and log out...
The attitude of the people here is completely different... they have a problem in wearing there ID card also.. as i carry less experience compare to them im not in a position to tell them also..
Kindly suggest me..
From India, Bangalore
Hi
You don't think as you are less experienced and they are very sr. to the organisation. Once you design the policy then everybody are same for policies. On the same you can have some excluses for few cases as required even that should be well defined in the process.
It is good to get the ID Card policy to start with. You can advice them as if they wear ID cards it will give reputation to the organisation as well as the employees who are with them. But every thing is how you communicate and convince them.
From India, Bangalore
You don't think as you are less experienced and they are very sr. to the organisation. Once you design the policy then everybody are same for policies. On the same you can have some excluses for few cases as required even that should be well defined in the process.
It is good to get the ID Card policy to start with. You can advice them as if they wear ID cards it will give reputation to the organisation as well as the employees who are with them. But every thing is how you communicate and convince them.
From India, Bangalore
Change is always resisted. Suggestions for improvement from new entrants are very often resisted and looked down upon by the immediate superior veterans in the organisation. This may be because the suggestions themselves may be not worthy or the seniors feel threatened. What ever may be the reason, one should not expect that one's suggestions, however brilliant they may be, are accepted wholeheartedly immediately. It takes time. Be patient. Try slowly. Analyse the root cause for the resistance. Discussions at various stages and levels will help clear the scene. Try to gain acceptability without antagonising the immediate bosses. A quick introspection will also be in order.
From India, Madras
From India, Madras
Dear Trupthi,
I am no HR expert. However, here is my assessment of the situation. You are still new in the organisation and you have gone beyond your remit, as you were told to handle recruitment and attendance. May we know whom you report to and whether you discussed your observations with him/her before you expressed your views to the director?
One thing I learnt as a student of Shakespere is the sound advice given by Polonious to his son Leartes: "Give thine ear to all and few thy tounge". Being so new to the organisation you should have not expressed what needs doing without consulting with your boss. However, I know, it is a bit late.
Introduction of identity cards, etc., are policy matters that also cost. Hence, these things should come from the top and you won't be able to initiate them without management support. You need to tread carefully if you want to be accepted there and survive.
Once, a boss had told me "If you do not like the way we do things here", and pointed the door to me. He implied that I was free to resign and go. At another time, a manager told me "I may be wrong, but do not forget that "The boss" is always right.", and I am the boss of this department.
So, sincere advice is be patient and tread carefully. There is a saying in Kannada, "TaaLidava baaLiyaanu". That means "One who is patient survives."
From United Kingdom
I am no HR expert. However, here is my assessment of the situation. You are still new in the organisation and you have gone beyond your remit, as you were told to handle recruitment and attendance. May we know whom you report to and whether you discussed your observations with him/her before you expressed your views to the director?
One thing I learnt as a student of Shakespere is the sound advice given by Polonious to his son Leartes: "Give thine ear to all and few thy tounge". Being so new to the organisation you should have not expressed what needs doing without consulting with your boss. However, I know, it is a bit late.
Introduction of identity cards, etc., are policy matters that also cost. Hence, these things should come from the top and you won't be able to initiate them without management support. You need to tread carefully if you want to be accepted there and survive.
Once, a boss had told me "If you do not like the way we do things here", and pointed the door to me. He implied that I was free to resign and go. At another time, a manager told me "I may be wrong, but do not forget that "The boss" is always right.", and I am the boss of this department.
So, sincere advice is be patient and tread carefully. There is a saying in Kannada, "TaaLidava baaLiyaanu". That means "One who is patient survives."
From United Kingdom
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.