Hi Seniors,
Recently I Joined in civil company as HR Manager ,here people dont have idea about body language even about dress code even if i education they have ego problem and getting angry but my ceo insist me to educate them on these areas as a female Manager what should i do? kindly suggest
Regards
Mahi
From India, Coimbatore
Recently I Joined in civil company as HR Manager ,here people dont have idea about body language even about dress code even if i education they have ego problem and getting angry but my ceo insist me to educate them on these areas as a female Manager what should i do? kindly suggest
Regards
Mahi
From India, Coimbatore
Dear Ms. Mahi
In Indian context, FEMALE EMPLOYEES have limited responsibilities to handle/manage, unless its IT/ITES/BPO INDUSTRY or EDUCATIONAL INSTITUTIONS where there is not much GENDER DISCRIMINATION as most of the employees are EDUCATED(GRADUATES) promoting OPTIMISTIC APPROACH at workplace. But, it quite different In CONSTRUCTION/CIVIL INDUSTRY
I suggest you to hire a PROFESSIONAL TRAINER and educate them on WORK CULTURE, WORKPLACE ETHICS, BODY LANGUAGE, INTERPERSONAL RELATIONSHIP and PERSONAL GROOMING. It wont cost you much but, i prefer a MALE TRAINER to handle this assignment for better productivity.
If you are interested then please do let me know, will suggest you a good trainer.
With profound regards
From India, Chennai
288In Indian context, FEMALE EMPLOYEES have limited responsibilities to handle/manage, unless its IT/ITES/BPO INDUSTRY or EDUCATIONAL INSTITUTIONS where there is not much GENDER DISCRIMINATION as most of the employees are EDUCATED(GRADUATES) promoting OPTIMISTIC APPROACH at workplace. But, it quite different In CONSTRUCTION/CIVIL INDUSTRY
I suggest you to hire a PROFESSIONAL TRAINER and educate them on WORK CULTURE, WORKPLACE ETHICS, BODY LANGUAGE, INTERPERSONAL RELATIONSHIP and PERSONAL GROOMING. It wont cost you much but, i prefer a MALE TRAINER to handle this assignment for better productivity.
If you are interested then please do let me know, will suggest you a good trainer.
With profound regards
From India, Chennai
Hi Mahi,
I agree with Pon here, Please draft a suitable dress code policy as per the requirements, and mention details about what is formal dressing..with examples...then organise a meeting and explain the benefits of proper dress code...
And for body language, i think best would be to train them through a professional trainer....as it is something they will need to learn over a period of time you cannot expect overnight changes in the workforce....
regards,
From India, Delhi
I agree with Pon here, Please draft a suitable dress code policy as per the requirements, and mention details about what is formal dressing..with examples...then organise a meeting and explain the benefits of proper dress code...
And for body language, i think best would be to train them through a professional trainer....as it is something they will need to learn over a period of time you cannot expect overnight changes in the workforce....
regards,
From India, Delhi
Hello Mahi,
I am not sure what you mean by 'body language' in the given context.
Also, the focus/importance on the 'body language' [as it's understood generally] is NOT UNIFORM across all functions/sectors--for eg., a marketing person may need to have a lot more of 'proper body language' than one who is in, let's say, the Accounts function.
Also your usage of the words 'civil company' for describing your organization is a bit confusing--is it into Construction OR civil design OR Infrastructure, etc--hope you get what I mean, since there are a whole host of areas where Civil engg is the mainstay.
Regarding ensuring some sort of a dress code is followed, while a Formal Policy will definitely have to come to ensure uniformity in understanding & implementation, I am NOT SO SURE if starting the whole implementation with the Policy WILL WORK. Given the type of responses/reactions you seem to be facing, the policy could be counter-productive--UNTIL you handle the 'ego' part of the staff: HOW would be the key.
I can see 2 ways to handle this issue:
1] I am not sure of the sort of support you get from your CEO--apart from 'telling' you to educate the staff. If any policy has to be the Starting point, it has to come from the CEO & as HR, you need to implement it--that way, everyone will be clear about WHO is interested in this policy & also that you are just implementing it. The meeting that Pon & Archna suggested will then work very well to formulate the policy--since the chain-of-instruction is clear to all. The way I get it is this [hoping I am wrong]: your CEO is trying to fire from your shoulder--since, for whatever reasons, he doesn't want to use his/her own.
2] If the support you can expect from your CEO is, to say the least, very Minimal, then I suggest you DON'T TALK of any policies AT ALL to begin with. And also, NEVER EVER give the impression that you are EDUCATING them--first of all, you are new here & added to it, you realized only later about their 'ego' issues. I see a clear message in their 'anger': Who are you to teach/tell us NOW when we are living like this in this company without any remark from the CEO all these days/years?
The only way I can see you succeed [without your CEO's support/direct involvement] is to first endear yourself to them & only then raise the issues where you are not getting co-operation now, but would like to.
HOW? Frankly, I would leave this open to debate, since the right workable advice for this query could need many other inputs from your end depending on the thought(s)/suggestion(s) the members of this Forum may come up with.
Rgds,
TS
From India, Hyderabad
I am not sure what you mean by 'body language' in the given context.
Also, the focus/importance on the 'body language' [as it's understood generally] is NOT UNIFORM across all functions/sectors--for eg., a marketing person may need to have a lot more of 'proper body language' than one who is in, let's say, the Accounts function.
Also your usage of the words 'civil company' for describing your organization is a bit confusing--is it into Construction OR civil design OR Infrastructure, etc--hope you get what I mean, since there are a whole host of areas where Civil engg is the mainstay.
Regarding ensuring some sort of a dress code is followed, while a Formal Policy will definitely have to come to ensure uniformity in understanding & implementation, I am NOT SO SURE if starting the whole implementation with the Policy WILL WORK. Given the type of responses/reactions you seem to be facing, the policy could be counter-productive--UNTIL you handle the 'ego' part of the staff: HOW would be the key.
I can see 2 ways to handle this issue:
1] I am not sure of the sort of support you get from your CEO--apart from 'telling' you to educate the staff. If any policy has to be the Starting point, it has to come from the CEO & as HR, you need to implement it--that way, everyone will be clear about WHO is interested in this policy & also that you are just implementing it. The meeting that Pon & Archna suggested will then work very well to formulate the policy--since the chain-of-instruction is clear to all. The way I get it is this [hoping I am wrong]: your CEO is trying to fire from your shoulder--since, for whatever reasons, he doesn't want to use his/her own.
2] If the support you can expect from your CEO is, to say the least, very Minimal, then I suggest you DON'T TALK of any policies AT ALL to begin with. And also, NEVER EVER give the impression that you are EDUCATING them--first of all, you are new here & added to it, you realized only later about their 'ego' issues. I see a clear message in their 'anger': Who are you to teach/tell us NOW when we are living like this in this company without any remark from the CEO all these days/years?
The only way I can see you succeed [without your CEO's support/direct involvement] is to first endear yourself to them & only then raise the issues where you are not getting co-operation now, but would like to.
HOW? Frankly, I would leave this open to debate, since the right workable advice for this query could need many other inputs from your end depending on the thought(s)/suggestion(s) the members of this Forum may come up with.
Rgds,
TS
From India, Hyderabad
Dear Mahi
As said by Ms. Archana Please make a circular for Dress Code as a part of HR Policy and get the draft approval from your CEO/MD/GM and make the fair Dress Code Policy letter keep the draft dress code policy in the file. If someone questions you then you can show it as it is the requirement of Management and as per their direction you have done it. So no one will become your enemy.
As said by Mr, Sateesh never try to educate yourself, you can organise some training programme in 2 or 3 sessions and make everyone to attend the training session, which will have good impact on the employees and their behaviour.
Never take up all the work in single go and complete the task one by one and you can succeed.
All the best.
From India, Kumbakonam
As said by Ms. Archana Please make a circular for Dress Code as a part of HR Policy and get the draft approval from your CEO/MD/GM and make the fair Dress Code Policy letter keep the draft dress code policy in the file. If someone questions you then you can show it as it is the requirement of Management and as per their direction you have done it. So no one will become your enemy.
As said by Mr, Sateesh never try to educate yourself, you can organise some training programme in 2 or 3 sessions and make everyone to attend the training session, which will have good impact on the employees and their behaviour.
Never take up all the work in single go and complete the task one by one and you can succeed.
All the best.
From India, Kumbakonam
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