PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
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Cite ContributionDid the management ask you to look into this and resolve ? This culture must have been set by the owners, with a goal in mind. We appreciate your effort to bring in a change, which seems to be legitimate and need of the hour.
Looking forward to hear from you
From India, Mumbai
CHRRather interesting and seems this is a case where the leadership style is probably the main cause of such a scenario. Although I would be careful of sudden changes as that may crumble the organisation and productivity.
Had it been me I would've strengthened the performance based incentive structure and added an employee of the month award to move the system to a slightly more formal structure. You also need to realize that the reason why you have low attrition and talented folks still in the company is because of the relaxed ambience. You just need to concentrate on driving these individuals towards professional excellence.
From India, Gurgaon
saiconsultSid gave very practical suggestion to you as to how to induce some method into this madness.It appears that the prevailing culture in your office seem to have the sanction of senior leadership who might have bargained talent for a relaxed and flexi work culture. You may be embarking up on a misadventure if you start a knee-jerk action like marking late coming or issuing memos etc from next day. First ake your senior leadership into confidence by discussing the issue and but not by merely discussing the issue but going to them with solutions that bring about a change in the present culture slowly but surely. You can also introduce incentives like attendance bonus etc. and engage them more in decision making process so that a sense of responsibilty seeps in slowly which will bring about behavioural changes along with it. You need to act as a change agent but not as a disciplinarian.
From India, Mumbai
skhadirI agree with Ms. Nobomita and second to her. This is purely how you perceived as the current workculture in your company. I am sure your top management is aware of it. Unless it is within tolerable limits, i believe your management is favoring it. You being an HR, you have limited roles and responsibilities to deliver. Now, you try to figure out, to what extent this culture is hindering employee and organisational growth(including profitization) factors. Focus on organisational growth factors because majority of the managements are keen to see their companies making more and more profits.
As long as it(workculture) is supporting organisational growth factors, i suggest you to ignore whatever you had come across because you are not be held responsible for fine tuning existing workculture unless you are empowered, held accountable, responsible for setting up and maintaining pre-defined disciplinary work culture in your organisation. Let your employees enjoy their worklife as students while management plays the role of a professor. Students will come to know the reality only when these professors amend changes in their behaviour reflecting a different attitude from the existing one.
With profound regards
From India, Chennai
nashbramhall(Cite Contribution) has raised valid questions and other HR experts have given some useful ideas. Hence, This sort of problem is faced by CEOs of even large organisations. For example, see the news reports on Yahoo which appeared in Feb 2013. http://www.nytimes.com/2013/02/26/te...bXtHJ19jB4ADEg
and 4 Reasons Marissa Mayer's No-At-Home-Work Policy Is an Epic Fail - Forbes
So my suggestion is kindly tread with caution and do not do anything without the backing of the bosses.
From United Kingdom
Shailesh Parikh_HR ProThe first thing that pops in our mind when we hear the term corporate culture? A great many people refer to the classic phrase coined by the McKinsey organization, that culture is "how we do things around here". And while that may be true, there are so many elements that go into determining .
Different scholars have classifed culture differently . One such classification and its definition perhaps suits your type of culture...Baseball team Culture: A baseball team culture considers the employees as the most treasured possession of the organization. The employees are the true assets of the organization who have a major role in its successful functioning. In such a culture, the individuals always have an upper edge and they do not bother much about their organization. Advertising agencies, event management companies, financial institutions follow such a culture.
So there is no IDEAL culture it has to be inculcated and nurtured to align with organizational effectiveness. In your case you have to judge for the thin line between Flexibility and Indiscipline...and derive a strategy to induce Discipline in given culture (if the exisitng culture delievers effectiveness to organization.)
99 98 97 10 65
From India, Mumbai
Subhabrata SealGood day dear all,
I also belong to a similar situation - a small software company, kind of indisciplined staff, allowing a relaxed ambience in fear of talented employees from quitting, and yes, silently developing a system\'s \"cage\", to \"trap\" them! Myself is not much experienced in this world of HR and slowly learning. This portal is a prime resource for me. One thingI became sure of is that, such a situation can only be handled with patience and personality of the HR. This is a very sensitive standpoint between the management and the employees.
From India, Kolkata
NK SUNDARAMMay be from the HR point of view, they are indisciplined and lack in culture etc. These days being informal in IT industry, is the norm. As our learned friends have pointed out above, you cant change anything without the blessings of the Management. So long as the productivity is there without any slip-ups and deadlines are met as per schedule, you dont have to worry at all.
If, on the other hand, Management is also equally concerned about these kind of college-type atmosphere and casual attitude and approach to work, then you should take the initiative of giving alternatives to Management to establish, systems and procedures, disciplinary action and so on...
So you have to take a call on it, before jumping the gun !
firstname.lastname@example.orgIn such a firm laissez-faire leadership is important. You can prepare ways you could affect them indirectly. For such employees group discussion and rehearsing the company final GOAL and mission statements are very important. You can also support them in family affairs, such as marriage and how they could lead their life simply. Stability of them and job satisfaction is the main important issue you have to consider.
From Ethiopia, Bahir Dar
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