Need Help...Got a Problem..

HI all,

Well I really need help with this issue..

In our company we have a senior BD person who generates a lot of revenue for the company, and has been for a long time with us. We are now changing the HR policies and he just does not respond to anything new that we implement and always has some new way to create issues. For e.g We have a practice of entering the timesheet log for all employees. he also enters the client calls that he has attended in hours other than office hours, this creates a problem for us and also does not set a good precedence. Being in BD its a part of his job to attend the calls when ever they come, that just cannot be an added activity. Please help me tackle this person as he is a lot adamant and has huge attitude problems. Coz he is a senior person, I am in a catch, cannot take the hard path and he just does not responde to soft requests. Very well at creating issues from innocent requests.

HELP NEEDED

__________________
Regards
Rakhi

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Every problem is an opportunity for a creative solution!

RAKHI,

I understand and appreciate your situation.

This is not new and exists in many companies.

HR must understand the business development games.

UNLIKE HR which can work within working hours in a day,
whereas BD works all hours. BD focuses on opportunities
and results not HOURS.

It is BD that generates the revenue, which keeps the
business running.

MY SUGGESTION IS

-SIT DOWN WITH THE BD PERSON
-UNDERSTAND THE BD PROCESS
-TRY TO WORK OUT A SYSTEM WHICH WILL KEEP THE
BD PERSON MOTIVATION UP AND MEETS THE HR
REQUIREMENTS.

It is not an easy task but a way must be found
or you could de-motivate the BD person or he could
be working for some other organization.


regards

LEO LINGHAM

__________________
LEO LINGHAM

PRINCIPAL:BestBusiCon Pty Ltd

Hi Rakhi,

I myself have gone through such situations and it is a matter of attitude and as Leo rightly pointed out, management games should help.

But, there are stubborn people who will not link the lessons learnt from the games to the practical situations and it becomes difficult again.

I have a solution for you. But, you need to be vigilant and careful while doing this:

1. involve him right from the initial discussion on any issue.
2. Do not come out with your plan in the beginning itself.
3. Given the existing scenario, keep questioning him and others around the discussion about the issues that has to be sorted out.
4. Go ahead with the discussion in such a way that the right solution comes out from his mouth.

People behave in this way only when they are insecure and if you give them the confidence that their opinion is heard and given importance, they will co-operate and will change their attitude.

I did this in my office and it yielded results.

Try and let me know.

__________________
Best Regards,
Hema

Hi Rakhi,

I myself have gone through such situations and it is a matter of attitude and as Leo rightly pointed out, management games should help.

But, there are stubborn people who will not link the lessons learnt from the games to the practical situations and it becomes difficult again.

I have a solution for you. But, you need to be vigilant and careful while doing this:

1. involve him right from the initial discussion on any issue.
2. Do not come out with your plan in the beginning itself.
3. Given the existing scenario, keep questioning him and others around the discussion about the issues that has to be sorted out.
4. Go ahead with the discussion in such a way that the right solution comes out from his mouth.

People behave in this way only when they are insecure and if you give them the confidence that their opinion is heard and given importance, they will co-operate and will change their attitude.

I did this in my office and it yielded results.

Try and let me know.

__________________
Best Regards,
Hema

Hi,

I have been following the same way that Hema pointed out.

I appreciate Hema for her practice.

Regards

__________________
Maruthi Ram
91-9885778269
Hyderabad,
Andhra Pradesh
INDIA.

Hello All,

Thank you so much for the valuable suggestions. Leo what you said is absolutely right and Hema I am going to try your suggestions, though discussions seem a little difficult with him.

But as a policy can we consider the hours that BD puts in apart from office hours while giving a comp off or excess working hours. How do you all do it? I think its a part of BD's job to attend and answer calls as they come, its a part of their profile... please share your views.

__________________
Regards
Rakhi

-----------------------------------------

Every problem is an opportunity for a creative solution!

To continue my previous message...

Its also talked around that he will be the next CEO of the company in coming 5 years time... I don't know... but he thinks he is already the CEO and takes and demands too much authority and is very explicit talking about how the company works and grow coz of him and how we will not get salaries if he did not work.. nothing from this is 100% true through.

his attitude is the toughest task to manage..

__________________
Regards
Rakhi

-----------------------------------------

Every problem is an opportunity for a creative solution!

Dear Rakhi,

I also agree with the suggestion given by Hema in such situations.
Being in the HR, one cannot oversee the other persons interest and we have to get the confidence of people to implement / formulate a new policy to make it successful. If there is any problem or some hard decision policy is to be implemented, we should first win the confidence of employees specially problamtic persons.

Reards,
MANOJ KUMAR

RAKHI,

People with this kind of attitude / job position are not
uncommon.

You, as HR, can never change them.

Also, you should remember, that you cannot
-control
-discipline
etc

with these people.

YOU SHOULD KNOW , HOW TO MANAGE THEM.

MANAGING PEOPLE IS THE NAME OF THE GAME.

WITH RESPECT TO THE BD PERSON, in this situation,

-study the job analysis
-study the job conditions
-study the job workload
-study the job nature
-study the job comparative to competition
-know the market conditions, under which they operate
etc etc

then determine what are the options your company
can afford to offer.

THEN NEGOTIATE WITH THE PERSON .

YOU CAN NEGOTIATE A WIN-WIN SITUATION, ONLY
AFTER YOU HAVE MASTERED THE SITUATION.

REGARDS

LEO LINGHAM

__________________
LEO LINGHAM

PRINCIPAL:BestBusiCon Pty Ltd

Hello Leo,

Thank you so much for your help and guidance. I am still sitting on the issue and as you suggested trying to get most information of his work condidtions and requirements. I am sure with your suggestions I will be able to get it done in a win-win situation. You have really been of great help to me... thank you again, I will tell you all how I managed and if I succeeded in solving this issue.

Thank you again

__________________
Regards
Rakhi

-----------------------------------------

Every problem is an opportunity for a creative solution!