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I am working with a small start-up organisation with odd 45 employees, which is into Education sector, we have a manager who is really hard working, efficient,knowledgable and always complete his work on time, but at the same time he is not a good leader, his team members are not really happy working with him because he is too fussy, rigid and doesn’t get along with others easily, we keep on getting many complaints against him which we also agree, we had tried talking to him and realising him his weakness but he is not ready to accept.
Because of him ,his subordinates doesn’t show interest in working ,they do force themselves coming to office, spending 8 hours and move back and follow the same routine, as an HR person I had tried interacting with them ,tried doing small events where they get chance to interact with each other and have done R & R also for them to motivate and show interest but can’t see any improvement. This is the peak season and we do not want to lose Manager, when

From India, Delhi
I think you are missing the point here
- you need to counsel the people leader to be a people leader
- while as HR you play a central role in supporting him, we cannot do our jobs well without theirsupport and personal accountability to follow the process from end-to-end.
- The leader in this case needs to understand that:
YOU own the
- relationship
- message
- process
with your employees

From India, Chandigarh
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