Boss2966
Industrial Relations
Skhadir
Strategic Business Management Includes Revenue
SK SINGH
Recruitment, Payroll Management, Statutory
Praveenprem
Recruitment, Training & Development And
Vkokamthankar
Asst. General Manager - Hr
Divya.hr
Generalist
Hrvenugopal
Hr & Soft Skills
Tashokkumar
Testing & Graphology
+8 Others

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Dear Seniors,

I am working in a mid sized IT Company as HR Manager.
We have promoted a sales person recently as Sales Manager. We have a sales team of 4 members. All of them have to report to the new Sales Manager. Now the problem started when one of the sales executive came up after 1 month saying that he does not want to report to the new manager .We came to know from sources that the sales executive is not a team player and he finds the reporting structure rigid as new Sales Manager has his own style of working, he is a person who like to work as per processes and rules and regulatgions of the Company.
Sales Manager is little strict and harsh with his team mates but people take it negatively that after he became manager he has become arogant.
Both the people are performers so we do not want any one to leave but if we take decision in favour of one ,other's ego will be hurt and anyone of them may resign.

I would appreciate if anyone can help me in resolving this issue.

Regards,
Divya

From India, Kochi
Dear Divya

Please call the Newly promoted Sales Manager and inform the present scenario and instruct him to be littlebit leniant towards the senior and efficient salesmen and instruct him to maintain cordial relationship with his subordinates without any clash or hard talks.

Simultaneously Call the agrieved sales person and what was wrong with him and what was the intention of the newly promoted sales manager for passing the instruction for following the rules and regulations, and clearly instruct him to follow the rules for the benefit of the company. Explain that next year he may also become Sales manager and in that situation what will be going on in his mind.

Further explain that your intention of explaining the case is to only counsel and not as any disciplinary or administrative action against anyone.

Our intention for these activities are only to keep the insterest of the company and not on any personal grievance.

You must have empathy and not sympathy with any staff.

All the best Divya

From India, Kumbakonam
Dear Bhaskar,
Thanks for your response.
I have already spoken to both the people but I have never seen the Sales Manager behave in an improper way with anyone,he is a person who wants everyone to come up in their career and he is a very good mentor and motivator. His other team members have good regard for him as well.
I tried to talk to the Sales executive but he is adament on his decision on not reporting to SM.
My management doesnt want to lose him so we cannot take any harsh decision.
Regards,
Divya

From India, Kochi
Dear Divya....!!!
I go with what Bhaskar said...!!
It generally happens whenever any changes take place, it will be normal after few days.........!! You try have a word with all of them and make them understand.....!!! Being a middle a man we have to treat accordingly so that no one hurts with their Ego.
If we see other side of the coin the relation which starts with some conflict become good relation at last.

From India, Visakhapatnam
You call the Sales Executive and do only moral boosting up and nothing else.
Inform him that he is going to be promoted in near future and his name is in No.1 position in Promotion Panel.
You are only talking to him as a friend and not as HR or on any official level.
Then you observe for any changes taking place or not.

From India, Kumbakonam
Dear Ms.Divya,

Step 1 : Go with the executive who does not want report to the sales manager - -

a) Provide a format to the executive to evaluate his boss on both positive and negative work as well as behaviour
aspects
b) Make him to report the incidents that prompted him to take a decision to resign
c) Ask him to provide a win win solution in an unbiased manner, based on the narration.

Step 2 :Repeat the above process with the sales manager.

Step 3 :Analyse both the reports and probe the fact.

a) If the findings reflects false,manifested, the executive needs counselling and a forewarning of action if repeated
again without any valid reason.
b) Advise any grievance be brought to the notice of HR and you may start collecting on a routine basis of feedback
on all employees from the managers about their sub ordinates and vice versa.
c) Based on the feedbacks, you can initiate counselling sessions or a training programme.
d) If the sales manager is found wanting on the areas of maintaining the team discipline or spirit, erupting
EGO,involving in personal criticism rather than addressing the core or related issues with basic facts highlighting
the functional defects, failing to bring commitment in his team - the sales manager needs to be addressed these
issues and make him/her understand that managing people is managing their hearts. In any organization 90% of
the employees leave because they do not like/appreciate their bosses on the functional as well as personal
behaviour.( Fact : one can not find a suitable boss or suitable subordinate or a organization or an opportunity. It
lies in our ability to make available things suitable to us in the interest of our own self. When i am suitable for any
situation, I make my organization more acceptable and face any challenges. As HR personnel, you need to bring
such culture. Work on it.)

Winning through heart is easy than hate, hence management is more personal than technical (Freedom
movement won with hearts and not by managerial skills).

Hope you get a solution.

T V N Murthy
Trefoil Pharmaceuticals (P) Ltd
Ahmedabad.
9327024646

From India, Ahmadabad
Send both of them together on some outstation training program on sales. One such program is shortly being organized in pune. This action will definitely reduce differences between them.
From India, Mumbai
Cases like yours happen in many companies now a days and this is one reason why management when they promote someone in sales to a higher profile tend to change his/her location. This is done to make sure employees who have been working with him in the same team don’t get their ego hurt when they have to report to his Ex peer . And as you are aware, in sales team leaders have to be a little tough and process oriented, otherwise the company has to compromise in its professional standards and sales processes. Moreover prompt reporting and discipline is two major factors that affect sales results.
In your case, if the sales executive is so adamant that he wouldn’t report to his sales manager when others in the team doesn’t have a problem in doing that, then you have to analysis the entire situation again. I think it would be better you have individual sessions with all the sales executives in your company, starting with Mr. Adamant. Don’t include the sales manager in the talks. Talk to everyone and find out how they feel about the company, job and their new boss. This can be also considered as your sales manager’s performance feedback from his team (you can be sure you have taken the right decision in promoting him). Analyze the information from all the team members and then come to a conclusion regarding the sales manager attitude and working style and whether it matches with your company’s system. If you find any fault with him take the corrective measures but if you find he is ok and the person is good to be a sales manager, then my opinion would be remove the concerned sales executive from the company. Don’t look at the figures he is bringing now and could bring in the future, since he can spoil the entire team in a short span of time. Imagine a situation where he doesn’t report his figures to his boss on daily basis, where he acts disrespectfully to his boss before other team members, de motivate the new joiners’ in the sales team, he can even deviate from his processes to get his boss in trouble, and so on.
Never compromise the system for an individual employee since it will spoil your company’s work culture and situation like this can recur in future also.
Termination is not the perfect action at all times but in cases like this it saves the team.
Remember “One rotten apple spoils the whole bunch”

From Kuwait, Kuwait
Dear Divya,
In this situation, the Sales Manager should give up his ego and try to have a more cordial relationship with the team member. Team member is also a human person. Give a suggestion to your Sales Manager to show the love and affection to his team member. Relationship between them will improve in near future.

From India, Velluru
Dear Divya,
In this situation, the Sales Manager should give up his ego and try to have a more cordial relationship with the team member. Team member is also a human person. Give a suggestion to your Sales Manager to show the love and affection to his team member. Relationship between them will improve in near future.
Thamizh

From India, Velluru

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