Hi all,
I need your suggestion on an employee grievance issue. Ours is a young entity with just 15 employees and I head the HR dept. We boast a very open and friendly culture which is not just on the paper but is true...well almost true....One of our IT dept has a manager who is very inconsistent in her behaviour. She is extremely good technically but her people skills are almost nil...Actually she is very nice and polite to all those who are in the top or with the HR..A few months ago we hired a fresher in her dept. and this manager was expected to train her...Unfortunately for some reason she started being extremely rude to this junior and a couple of times even shouted at her in front of other employees.
We then decided to have a talk with both of them separately and subtly me and my MD warned the manager that this kind of behaviour was not acceptable and she needed to be more patient with the junior.
Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation.
Recently we hired another guy for the same dept and he is more experienced than the previous junior and is very good with his work and this manager seemed pretty impressed with him and actually gave us good feedbacks about him.
But last week the same thing started..This time though she hasn't been open with her rude behaviour but nonetheless she is being very rude to him. I saw a change in the new recruit and spoke to him and he told me she has been good all this while but suddenly she has become very rude.
My question to you is what should be done in this situation. The lady in question has been warned about her behaviour once but evidently the emotional quotient is lacking in her. She is a very important resource to us because she has been working with us since our inception and as I mentioned earlier is very good technically. As an HR I have to worry because I do not want to lose another employee.
What should I be doing in this case and what should I be advising the management? This lady obviously needs to be spoken to again but what should I be telling her again since we have already warned her once.
My MD already knows something is wrong again though he doesn't know what it is and I told him I would find out.
I shall be grateful for your insights on this and I apologize for such a long mail :)
Regards,
Padmaja
From India, Pune
3I need your suggestion on an employee grievance issue. Ours is a young entity with just 15 employees and I head the HR dept. We boast a very open and friendly culture which is not just on the paper but is true...well almost true....One of our IT dept has a manager who is very inconsistent in her behaviour. She is extremely good technically but her people skills are almost nil...Actually she is very nice and polite to all those who are in the top or with the HR..A few months ago we hired a fresher in her dept. and this manager was expected to train her...Unfortunately for some reason she started being extremely rude to this junior and a couple of times even shouted at her in front of other employees.
We then decided to have a talk with both of them separately and subtly me and my MD warned the manager that this kind of behaviour was not acceptable and she needed to be more patient with the junior.
Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation.
Recently we hired another guy for the same dept and he is more experienced than the previous junior and is very good with his work and this manager seemed pretty impressed with him and actually gave us good feedbacks about him.
But last week the same thing started..This time though she hasn't been open with her rude behaviour but nonetheless she is being very rude to him. I saw a change in the new recruit and spoke to him and he told me she has been good all this while but suddenly she has become very rude.
My question to you is what should be done in this situation. The lady in question has been warned about her behaviour once but evidently the emotional quotient is lacking in her. She is a very important resource to us because she has been working with us since our inception and as I mentioned earlier is very good technically. As an HR I have to worry because I do not want to lose another employee.
What should I be doing in this case and what should I be advising the management? This lady obviously needs to be spoken to again but what should I be telling her again since we have already warned her once.
My MD already knows something is wrong again though he doesn't know what it is and I told him I would find out.
I shall be grateful for your insights on this and I apologize for such a long mail :)
Regards,
Padmaja
From India, Pune
Dear Padmaja,
For the fact, as being in HR this is always our worry not to loose efficient employee BUT at the same time its our duty to look after employees i mean ALL employees.
I agree she is good but at the same time you are loosing on other employees i rather say good employees too.
You can try the following tips-
1) Talk to her (which you have already try once)
2) Convey that she is important resource of the company but so as others
3) She might be thinking that as she is a old and efficient employee management is scared of loosing her and wont take any action so convey that this is not true , the management may take scrict action against her if she doesnt change.
I think this may help.
Cheers,
Anisha
From India, Mumbai
For the fact, as being in HR this is always our worry not to loose efficient employee BUT at the same time its our duty to look after employees i mean ALL employees.
I agree she is good but at the same time you are loosing on other employees i rather say good employees too.
You can try the following tips-
1) Talk to her (which you have already try once)
2) Convey that she is important resource of the company but so as others
3) She might be thinking that as she is a old and efficient employee management is scared of loosing her and wont take any action so convey that this is not true , the management may take scrict action against her if she doesnt change.
I think this may help.
Cheers,
Anisha
From India, Mumbai
hello padmaja,
One of the sadest moment in our life willbe to loose good people.
1.Talk to the her, periodically
2. You can make arrangement to have a staff meeting once in 15 days, especially for some time. And focuss mainly on the people-related issues like behaviour, encouragement, support, help.
3. Ask her to address the people with some case studies.
4. Give more responsibilities to her especially dealing with the staff
5.Monitor the development.
People are tend to change their behaviour.
If you still feel that her behaviour cannot be changed and it will become danger to the concern especially people-related issues, convey the message that there are many people available around us.
wishes
senthil raj
From Costa Rica, San José
One of the sadest moment in our life willbe to loose good people.
1.Talk to the her, periodically
2. You can make arrangement to have a staff meeting once in 15 days, especially for some time. And focuss mainly on the people-related issues like behaviour, encouragement, support, help.
3. Ask her to address the people with some case studies.
4. Give more responsibilities to her especially dealing with the staff
5.Monitor the development.
People are tend to change their behaviour.
If you still feel that her behaviour cannot be changed and it will become danger to the concern especially people-related issues, convey the message that there are many people available around us.
wishes
senthil raj
From Costa Rica, San José
Hi Padmaja,
I think I have an answer. Per my perception people at that level needs to have more EQ than IQ and per you email it gives the feel that she lacks EQ which is very important for her to manage the show. The reason to her behaviour could be sense of Importance. This generally happens with startup companies.
The company has already warned her , if the warning was verbal then this time you can make a written warning, or have the same discussed with her supervisor per your company policy.
You need to revise your recruitment strategy and try to have a good manager with a efficient team of skilled people. At present it looks like you don't have backup , or probably there is no one who could take her place if the management has to get strict and sometimes this elites the Sr. Members
I also understand that there has been people leaving the Organization beacuse of her, The HR Team and the management has to understand that the projects are run by Team and no by one person.
I would suggest you to start working out a backup for her and once you are done it would be probably easy for you guys to make an appropriate decision.
regards,
Veena Jain
From India, Bangalore
I think I have an answer. Per my perception people at that level needs to have more EQ than IQ and per you email it gives the feel that she lacks EQ which is very important for her to manage the show. The reason to her behaviour could be sense of Importance. This generally happens with startup companies.
The company has already warned her , if the warning was verbal then this time you can make a written warning, or have the same discussed with her supervisor per your company policy.
You need to revise your recruitment strategy and try to have a good manager with a efficient team of skilled people. At present it looks like you don't have backup , or probably there is no one who could take her place if the management has to get strict and sometimes this elites the Sr. Members
I also understand that there has been people leaving the Organization beacuse of her, The HR Team and the management has to understand that the projects are run by Team and no by one person.
I would suggest you to start working out a backup for her and once you are done it would be probably easy for you guys to make an appropriate decision.
regards,
Veena Jain
From India, Bangalore
Hello Padmaja,
This is what i infer from the case study.
(1) She is extremely good technically but her people skills are almost nil...
(2) Actually she is very nice and polite to all those who are in the top or with the HR
(3) Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation
(4) She is a very important resource to us because she has been working with us since our inception
Lets solve it one by one....
(1) The organization being a bunch of 15 ppl, you should arrange for a workshop which would explicitly focus on "Team building & communication skills". This would not only help the PM, but all of them.
(2) This is very good news, u can be in command of her. Speak to her about these two aspects in a meeting....
a. The last time the junior quit....why?
b. How will she help in making sure that, this wont happen again?
c we need to put the point politically.....Clearly dont open the topic of about this new junior whome she is harassing again....After discussion with a,b this would make her feel as if there is some thing fishy with her only.
(3) Is shouting the problem or still there exists some thing more to it??? find out...talk to him ...
(4) Lets be practical....have u made her realise that she is so important??? do some home work, praise some good guy/girl in front of her...again politically correct....
Vinod Vijapur
From India, Mumbai
This is what i infer from the case study.
(1) She is extremely good technically but her people skills are almost nil...
(2) Actually she is very nice and polite to all those who are in the top or with the HR
(3) Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation
(4) She is a very important resource to us because she has been working with us since our inception
Lets solve it one by one....
(1) The organization being a bunch of 15 ppl, you should arrange for a workshop which would explicitly focus on "Team building & communication skills". This would not only help the PM, but all of them.
(2) This is very good news, u can be in command of her. Speak to her about these two aspects in a meeting....
a. The last time the junior quit....why?
b. How will she help in making sure that, this wont happen again?
c we need to put the point politically.....Clearly dont open the topic of about this new junior whome she is harassing again....After discussion with a,b this would make her feel as if there is some thing fishy with her only.
(3) Is shouting the problem or still there exists some thing more to it??? find out...talk to him ...
(4) Lets be practical....have u made her realise that she is so important??? do some home work, praise some good guy/girl in front of her...again politically correct....
Vinod Vijapur
From India, Mumbai
Dear Padmaja & all others,
By mistake I put my similar problem in the interpersonal area. Anyway I am also facing the similar problem. Mine is a very old Company. Lately few of the Seniors in our company just scream and behave rudly to their colleagues. No difference. Be it a male or a female. Especially in front of others. I have a boss above me. He is not co-operating in this regard as he says why shud we interfere. He hardly gets to hear them becuase he sits a little far off. They all surround my area & I get to hear this regularly. Unofficially I have spoken to one of them because they are quite senior to me. But I think as an HR person I cannot see this anymore. I don't mind taking up the matter with the Directors to sort it out. But I know they all know it. These bosses are actually very good at their work and are in good books of their bossess. I thought I'll conduct a training programme on 'Stress management' if that cud help. Please sugest me some more ideas ?
Thanks
Ann M
From India, Mumbai
By mistake I put my similar problem in the interpersonal area. Anyway I am also facing the similar problem. Mine is a very old Company. Lately few of the Seniors in our company just scream and behave rudly to their colleagues. No difference. Be it a male or a female. Especially in front of others. I have a boss above me. He is not co-operating in this regard as he says why shud we interfere. He hardly gets to hear them becuase he sits a little far off. They all surround my area & I get to hear this regularly. Unofficially I have spoken to one of them because they are quite senior to me. But I think as an HR person I cannot see this anymore. I don't mind taking up the matter with the Directors to sort it out. But I know they all know it. These bosses are actually very good at their work and are in good books of their bossess. I thought I'll conduct a training programme on 'Stress management' if that cud help. Please sugest me some more ideas ?
Thanks
Ann M
From India, Mumbai
Hello Padmaja :
The uniqueness in HR is that we are the bridge between the Management and the employees and we need to satisfy both.
Well - the above is indicated since loosing emplyees - that too good employees is a real problem and repalcing them with new one - however good experienced the new may be - and to get the job on-line with the new one will take time.
Coming to the case study - I think the employee in question has a feeling that with new juniors in her team, she may loose the importance with the management.
Also, have you looked from her personal life point of view. Is there something bothering in her family which makes her to be rude with others - rudeness cannot be shown to the higher ups and other departmental employees and hence is shown on the juniors/new comersin her own dept/team.
Problems where she is not recognised in her family could be bothering her and hence lets her cool off on the new comers/juniors.
May be you should talk to her more personally and intimately - touching upon her family as well - may be you will be able to come out with the problem bothering her.
Try to be a shoulder for her to cry out.
Counsel her and look into the possibility of solving the problem, may be morlly and financially also will help you.
Best of luck.
Regards
:: Dhinakaran
From India, Hyderabad
The uniqueness in HR is that we are the bridge between the Management and the employees and we need to satisfy both.
Well - the above is indicated since loosing emplyees - that too good employees is a real problem and repalcing them with new one - however good experienced the new may be - and to get the job on-line with the new one will take time.
Coming to the case study - I think the employee in question has a feeling that with new juniors in her team, she may loose the importance with the management.
Also, have you looked from her personal life point of view. Is there something bothering in her family which makes her to be rude with others - rudeness cannot be shown to the higher ups and other departmental employees and hence is shown on the juniors/new comersin her own dept/team.
Problems where she is not recognised in her family could be bothering her and hence lets her cool off on the new comers/juniors.
May be you should talk to her more personally and intimately - touching upon her family as well - may be you will be able to come out with the problem bothering her.
Try to be a shoulder for her to cry out.
Counsel her and look into the possibility of solving the problem, may be morlly and financially also will help you.
Best of luck.
Regards
:: Dhinakaran
From India, Hyderabad
Hi Dinakaran and everyone else,
Thank you very much for your very valued suggestions and I agree with all your opinions.
Ever since this manager started showing such behaviour, I spoke to various people who have worked with her and found that she basically always had an autocratic attitude towards her juniors. Time and again we have let her know how valued she is because frankly she is very good at her work. She is paid extremely well too.
Now the other reason for such behaviour could be perhaps her personal life. My boss and I concur with that reason though it is not visible at all.
We seemed to have solved the problem for the time being by speaking to her yet again that such behaviour is detrimental to her own team and the organizational culture at large. I have had extensive talks with her junior also and he seems to be happy right now with the situation. I just hope this continues.
I have already given a presentation on Effective Communication at workforce but that was very generic. I am thinking that another presentation on team building should help. But are there any specific pointers I should be adding in the presentation which would subtely mention the type of behaviour required while dealing with juniors? If someone has any ideas pls let me know.
This has started a whole chain of thoughts in my mind. I am wondering if while inducting new people into the company, certain pointed questions could be asked which would help us know if such behaviours exist in people we are about to hire. By that I mean while hiring senior candidates ofcourse. I am aware of psychometric tests. But I am wondering how many candidates answer these questions honestly. Need your thoughts on this too.
Thanks a ton again,
Padmaja
From India, Pune
Thank you very much for your very valued suggestions and I agree with all your opinions.
Ever since this manager started showing such behaviour, I spoke to various people who have worked with her and found that she basically always had an autocratic attitude towards her juniors. Time and again we have let her know how valued she is because frankly she is very good at her work. She is paid extremely well too.
Now the other reason for such behaviour could be perhaps her personal life. My boss and I concur with that reason though it is not visible at all.
We seemed to have solved the problem for the time being by speaking to her yet again that such behaviour is detrimental to her own team and the organizational culture at large. I have had extensive talks with her junior also and he seems to be happy right now with the situation. I just hope this continues.
I have already given a presentation on Effective Communication at workforce but that was very generic. I am thinking that another presentation on team building should help. But are there any specific pointers I should be adding in the presentation which would subtely mention the type of behaviour required while dealing with juniors? If someone has any ideas pls let me know.
This has started a whole chain of thoughts in my mind. I am wondering if while inducting new people into the company, certain pointed questions could be asked which would help us know if such behaviours exist in people we are about to hire. By that I mean while hiring senior candidates ofcourse. I am aware of psychometric tests. But I am wondering how many candidates answer these questions honestly. Need your thoughts on this too.
Thanks a ton again,
Padmaja
From India, Pune
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