Hi Friends,
How do you handle two owners who still do business as if they are stuck in the 1950s? I am the HR Manager at a not-so-small, not-so-big company that has been a family business for over 100 years. The owners have no respect for HR. They play favorites, are extremely sexist and discriminatory.
The employee handbook is the current flashpoint. The owners neither follow nor enforce the policies in it, and it needs a complete overhaul. I tell them constantly that if I am to protect them, we need a well-written and enforced handbook. They pay no attention at all. They look at me as if I am the bad guy.
I have been here only eight months. I spend lots of time putting out fires they personally start. I really feel I'm compromising my ethics by staying! What should I do? In this economy I cannot look for another job. Do I just stick it out until it starts to turn around—and then leave?
Regards,
Abraham
From Saudi Arabia
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1How do you handle two owners who still do business as if they are stuck in the 1950s? I am the HR Manager at a not-so-small, not-so-big company that has been a family business for over 100 years. The owners have no respect for HR. They play favorites, are extremely sexist and discriminatory.
The employee handbook is the current flashpoint. The owners neither follow nor enforce the policies in it, and it needs a complete overhaul. I tell them constantly that if I am to protect them, we need a well-written and enforced handbook. They pay no attention at all. They look at me as if I am the bad guy.
I have been here only eight months. I spend lots of time putting out fires they personally start. I really feel I'm compromising my ethics by staying! What should I do? In this economy I cannot look for another job. Do I just stick it out until it starts to turn around—and then leave?
Regards,
Abraham
From Saudi Arabia
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Dear Abraham,
I can relate to what you are saying. Like you correctly identified, in this economy, there is little that you can do about another job option. As for the owners, there is again little that you can do. You will have to keep on trying to explain your point of view, even though you may know that nothing will come out of it. You could consider overhauling the Employee Handbook yourself (I am unclear as to your authority level) but I agree - Implementation has to come from them. You will have to stick to your guns and do the best that you can. If you really feel there is little that you can do to change your situation, then begin looking around.
All the best.
From India, Gurgaon
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I can relate to what you are saying. Like you correctly identified, in this economy, there is little that you can do about another job option. As for the owners, there is again little that you can do. You will have to keep on trying to explain your point of view, even though you may know that nothing will come out of it. You could consider overhauling the Employee Handbook yourself (I am unclear as to your authority level) but I agree - Implementation has to come from them. You will have to stick to your guns and do the best that you can. If you really feel there is little that you can do to change your situation, then begin looking around.
All the best.
From India, Gurgaon
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Annika is right. It's not easy to change people. However, what will change them is a cost-benefit analysis of your approach and their approach. Ethical issues may not appeal to them, especially in the present economic climate, but money will surely open their eyes.
Simhan
From United Kingdom
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Simhan
From United Kingdom
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Abraham,
I can sympathize with you. I currently work for an organization where the owner only wants HR as a statement and nothing else. Recently, my role was removed from the management team, and I can no longer contribute to changes impacting employees. After 7 months, I too have found that breaching ethics is no trouble for some managers. HR relies on their ethics, or what do they have. I am currently interviewing with other organizations, and in today's time, there is no guarantee. Each day, I operate as a professional and unfortunately can only be reactive on employee issues rather than proactive. I have had to accept this until such time as I get an opportunity to work for an employer who values what we do. Hang in there, but it's time to get out.
From Australia, South Morang
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I can sympathize with you. I currently work for an organization where the owner only wants HR as a statement and nothing else. Recently, my role was removed from the management team, and I can no longer contribute to changes impacting employees. After 7 months, I too have found that breaching ethics is no trouble for some managers. HR relies on their ethics, or what do they have. I am currently interviewing with other organizations, and in today's time, there is no guarantee. Each day, I operate as a professional and unfortunately can only be reactive on employee issues rather than proactive. I have had to accept this until such time as I get an opportunity to work for an employer who values what we do. Hang in there, but it's time to get out.
From Australia, South Morang
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Abraham, I sympathize with you and can identify with what you are trying to convey. It is very difficult for "owners" to accept advice from professional managers as they feel that they know the formula for success. Unfortunately, very few owners have the courage and conviction to accept the wrongs and set in motion the right procedures. As a professional, you have accepted the job with its good and bad, and you should continue to fight the system and try to reason it out with the employers. Explain to them that you are working on their behalf and in their interests, and you would like your knowledge to be put to their benefit. I know it is not an easy task, but keep trying. The joy of changing the system is much more than the joy of changing the job. Try hard, and as a last resort, you always have the option of looking out for another job available to you.
All the best, Krishnan
From India, Madras
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All the best, Krishnan
From India, Madras
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I can relate to what you are going through.
Any initiative that you would like to start, present it in monetary terms - cost vs. revenue, etc. As HR professionals, we cannot generate revenue, but we can surely cut down on costs. Try to bring about such changes to start with.
Good luck.
From India, Hyderabad
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Any initiative that you would like to start, present it in monetary terms - cost vs. revenue, etc. As HR professionals, we cannot generate revenue, but we can surely cut down on costs. Try to bring about such changes to start with.
Good luck.
From India, Hyderabad
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Dear Ankita, In my opinon you should try to look another job because there is very difficult to chage the employer as will only look how I can save my money. (Sahil)
From India, Delhi
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From India, Delhi
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Abraham,
I do understand the situation you are going through. You have to keep one thing in your mind that we, as people, are overheads in the organization and the value given by the system and the stakeholders. At such a stage where you know getting a job according to our satisfaction is very difficult in today's market. My suggestion to you, please be there and try to increase yours and department's visibility in the organization by doing some costless events or introducing a handbook, by which you can buy some more time or maybe the situation improves.
All the best,
From India, Delhi
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I do understand the situation you are going through. You have to keep one thing in your mind that we, as people, are overheads in the organization and the value given by the system and the stakeholders. At such a stage where you know getting a job according to our satisfaction is very difficult in today's market. My suggestion to you, please be there and try to increase yours and department's visibility in the organization by doing some costless events or introducing a handbook, by which you can buy some more time or maybe the situation improves.
All the best,
From India, Delhi
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Hi Friend HR,
I am shocked to hear about these kinds of problems. Nowadays, family business and family politics are at their peak. Policy means to follow, not to overrule. Owners are the guardians for the employees. If they act as they like, it's not a company but a club. I would say, please seek your dignity somewhere where you will be identified.
From India, Madras
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I am shocked to hear about these kinds of problems. Nowadays, family business and family politics are at their peak. Policy means to follow, not to overrule. Owners are the guardians for the employees. If they act as they like, it's not a company but a club. I would say, please seek your dignity somewhere where you will be identified.
From India, Madras
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Hey Abraham,
I am undergoing the same thing at my end!!!! Guess what.... that makes us situational brothers!!!! 😊
I have realized that looking for options is not the right mode right now.... and moreover, this scenario should be taken up as a challenge... Adapt and improvise.... you can't do anything in such situations... the other best way is to wait.... do something useful for your career and use it as a next hunting tool.... my bosses are more of BPO guys and they want everything under control.... they are rash, they are biased, and they have a different outlook towards work.... and they are running a decent IT S/W, IT Product, KPO, LPO, RPO, Animation, and all the services under one roof.... but it's guys like us... who have to push things across and make them realize.... 'the right way'....sometimes we will go on the front foot and many times on the back foot...but guess what... you attempted....can you imagine my bosses asking me to 'restructure' the entire setup after 15 days of joining and that too when I come from some reputed IT MNC's and I don't have any knowledge of KPO, LPO, RPO, or for that matter Animation????? 😄 And trust me when I say that the restructuring has to happen in 3 days flat... Wow, that's a deadline!!!!
Man, it's an evil world...!
My advice for you on a serious note:
1. Stick till times are better.... You will get better opportunities when things are up... trust me...
2. Take it as a challenge.... You will find such individuals everywhere in India....work through them....
3. Adapt and improvise.... Play the way they want you too... get your pay and pay the utmost attention to point/advice 1...!!!!
Regards
From United Kingdom, London
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I am undergoing the same thing at my end!!!! Guess what.... that makes us situational brothers!!!! 😊
I have realized that looking for options is not the right mode right now.... and moreover, this scenario should be taken up as a challenge... Adapt and improvise.... you can't do anything in such situations... the other best way is to wait.... do something useful for your career and use it as a next hunting tool.... my bosses are more of BPO guys and they want everything under control.... they are rash, they are biased, and they have a different outlook towards work.... and they are running a decent IT S/W, IT Product, KPO, LPO, RPO, Animation, and all the services under one roof.... but it's guys like us... who have to push things across and make them realize.... 'the right way'....sometimes we will go on the front foot and many times on the back foot...but guess what... you attempted....can you imagine my bosses asking me to 'restructure' the entire setup after 15 days of joining and that too when I come from some reputed IT MNC's and I don't have any knowledge of KPO, LPO, RPO, or for that matter Animation????? 😄 And trust me when I say that the restructuring has to happen in 3 days flat... Wow, that's a deadline!!!!
Man, it's an evil world...!
My advice for you on a serious note:
1. Stick till times are better.... You will get better opportunities when things are up... trust me...
2. Take it as a challenge.... You will find such individuals everywhere in India....work through them....
3. Adapt and improvise.... Play the way they want you too... get your pay and pay the utmost attention to point/advice 1...!!!!
Regards
From United Kingdom, London
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Dear friends,
I think that now the situation has arisen in most companies where HR people are treated like servants. The higher authority always wants to exert their power in the company, so they don't allow HR to contribute. I don't understand why they recruit HR. I have a few friends who work in HR and face the same problems as mentioned above. This is the reason HR professionals do not stick to their jobs for more than a year and also become demotivated by these situations. Day by day, the situation is worsening, and in a few years, nobody will want to enter the HR field.
Please wake up, fight for your rights, and explain to the company where HR stands and the importance of HR.
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I think that now the situation has arisen in most companies where HR people are treated like servants. The higher authority always wants to exert their power in the company, so they don't allow HR to contribute. I don't understand why they recruit HR. I have a few friends who work in HR and face the same problems as mentioned above. This is the reason HR professionals do not stick to their jobs for more than a year and also become demotivated by these situations. Day by day, the situation is worsening, and in a few years, nobody will want to enter the HR field.
Please wake up, fight for your rights, and explain to the company where HR stands and the importance of HR.
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Hi Abraham,
I agree with Trinity-Morpheus. I am working in a younger organization too, wherein I had to put in a lot of effort to emphasize HR processes. I also faced rejection initially but did not give up. Luckily, now they support HR initiatives to some extent.
Persistence is the key. Keep trying, and you will succeed :-P. Upgrade your skills, read good HR/Management books. I think this is the best phase to enhance our learnings.
Regards,
Prachi
From India, Mumbai
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I agree with Trinity-Morpheus. I am working in a younger organization too, wherein I had to put in a lot of effort to emphasize HR processes. I also faced rejection initially but did not give up. Luckily, now they support HR initiatives to some extent.
Persistence is the key. Keep trying, and you will succeed :-P. Upgrade your skills, read good HR/Management books. I think this is the best phase to enhance our learnings.
Regards,
Prachi
From India, Mumbai
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Hi Abraham,
From my company's perspective, HR and Admin are non-billable resources. They are always treated as background employees who are not consulted for any policy changes and decisions. They are treated like messengers who pass on information to other employees.
I believe this is a common problem across most small and mid-level companies. The boss holds all authority, and convincing the boss becomes an everyday issue.
From India, Madras
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From my company's perspective, HR and Admin are non-billable resources. They are always treated as background employees who are not consulted for any policy changes and decisions. They are treated like messengers who pass on information to other employees.
I believe this is a common problem across most small and mid-level companies. The boss holds all authority, and convincing the boss becomes an everyday issue.
From India, Madras
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