Greetings !!! How to handle those topmost seniors, who dislike any employee in company due to personal factors & play with their career growth. Although the employee is very good in performance. What employees should do to maintain relations?
From India, Gurgaon

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Dear colleague,

This is very challenging situation. There is no straight answer to this. One has to understand the starting point for the given behaviour of the bosses. It cannot be without any reason unless the boss is paranoid.

If the boss has no performance related reason to get mad at and it is solely personal , then it has to be brought to the notice of the top authority who can only counsel him to mend his ways.

The other effective way perhaps could be to use employees' union ( if you have one) to exert some pressure on him. But it should be ascertained that the employee is not at fault as one cannot clap with one hand.


Vinayak Nagarkar

HR and Employee Relations Consultant

From India, Mumbai
Dear Meenu Sachdeva,

As such bosses are known to be whimsical and juniors are expected to adjust to their idiosyncrasies. Nevertheless, if a boss has a special bias towards one of the subordinates and if he/she is likely to put junior's career into jeopardy, then the junior must quit the employment. As far as the length of the stay of an employee in a company is concerned, there are unwritten rules. If the junior has completed a certain number of years that will not raise the doubt in the mind of the future employer, then nothing wrong to quit the employment.

For an average individual, career growth is most important. If the boss is inimical or does not value the worth of the subordinate, then the subordinate should not waste his/her time in winning the mind of a boss. Let it be kept in mind that career growth is important. Staying at a particular company or working under a particular boss are just the intervening stages. Any excess stay in such a company is akin to flogging a dead horse.

While recommending to quit the employment, I do not recommend any slackness from the subordinate. He/she must do introspection and identify the shortcomings that the boss dislikes. Secondly, the junior employee must devote his/her body and soul to his/her work. Thirdly, the subordinate must identify means to improve personal productivity. Finally, the subordinate must demonstrate fierce loyalty to the organisation till the last working day.

All the best!

Dinesh Divekar

From India, Bangalore
Dear Vinayak Sir/ Divekar Sir,

Thanks to reply on discussed point.

I have read both the reply very carefully & have tried to understand your though point.
Surely, this is going to help me out to resolve such grievance.

Stay Safe & keep guiding us !!


From India, Gurgaon
Dear Meenu, the detailed practical insight and suggestions have already been made on you by the two learned friends but yet it being an issue of organizational behavior (OB), I would like to mention academically that you may recourse to group sensitivity meetings , personal professional feedback to such senior executives and confidential reporting to higher management , if it is different than the executives in question. You may arrange for active listening, feedback making and team building half day sessions for increasing sensitivity and avoiding encountering issues / persons directly. This shall also help for future situating also. Don't bring Unions in picture. In the alternative , such employees can be asked to file grievance and if the same is not resolved then can move to authorities.
From India, Lucknow
Dear Mr Kuldeep Kumar Chauhan,

Ms Meenu Sachdeva had written, "How to handle those topmost seniors, who dislike any employee in company due to personal factors & play with their career growth?" You have given the suggestion of conducting "group sensitivity meetings, personal professional feedback".

Well, gentleman, how many times have you seen the topmost seniors taking feedback? When she said "topmost seniors", probably she meant to say "MD and Directors" of her company. Can you please give me an example of the manager giving feedback to the MD or the Director? I have seen many companies wherein the juniors called to the office of the MD or the Director only to take the instructions. They are not even given a chance to open their mouths, and here you are recommending giving feedback to them on their shortcomings! Please note that we are in India, and we still have a hangover of the "Sultan-Khadim" culture. Your solution is far away from reality.

For Meenu Sachdeva: - I have written in my previous that employees must devote themselves to their work. Your query was on roughshod treatment by the topmost seniors of the company. Why do these people get irritated with their juniors? A few reasons could be as below:

a) Quality of the work output is inferior.
b) Work is submitted to the seniors without an accuracy check
c) The lack of learning attitude by the subordinates
d) The subordinates do not do introspection on where they are going wrong, why they are going the wrong
e) The disinclination of the subordinates to learn from the past mistakes
f) The low take-off level (IQ-level) of the subordinates. They are required to give be given instructions in detail.
g) The subordinates engage in the mental chat at the back of their mind, and they do not concentrate on the work at hand.
h) Sometimes the subordinates talk of 'Y', when the subject 'X' is under discussion.
i) Not staying organised, no proper records

and so on.

You have written that the performance of the subordinate is "very good". But who says so? Is it being said by the manager or it is a self-certification by the subordinate himself?

Though I have recommended quitting the employment, I recommend it as a last resort. When everything fails, then only "brahmastra' is used. this astra cannot be used in the very first instance itself.


Dinesh Divekar

From India, Bangalore
I do not now if this will help, but for me personally, if a boss does not like you, no matter what you do the relationship will never be better, specially those political appointees. I know of someone who corrects a memo, report with red pen. and furthermore that person will correct his won correction at the later date, by saying that was is written does not clique and that the older version was more appropriate.

Not trusting your staff members play a big role. understanding human behaviour is important one could hate another person because of so many different reasons. Just quitting the job does not make sense because you cannot run away just because someone does not like you, moreover being brave and insistence to stay a is not bravery either but stupidity I feel. so, look around and analyse the situation. is the hatred for everyone or spotted hatred. If spotted one then, try to think if may be you did something. If everyone is going through same pattern, then make do with the situation and work until a better offer comes by.

thanks Vina Luchmun

From Mauritius, Port Louis
First of all know, that these senior most people cannot do anything wrong to you. Ask them to give it to you in email if you think they're doing injustice or wrong to you. I know it happens alot, but they cannot do it in written. They can verbally abuse you, threat you, be partial to you but you start questioning all these things on email they would never dare to do that. You've worked hard you have all the rights to fight for your credibility. Because that's your hardwork, your time, and your efforts.

"Employees dont leave the organisation, they leave bad bosses."
Message is clear.
If an employee is considered leaf of a tree(organisation), and boss being the trunk or root,
Ultimately leave has to fall,they wont be cutting tree for a leaf,
So better fall off, and grow on another tree.

From India, Vadodara
Dear colleague,

In such a challenging situation, to choose to leave the organisation without even putting up a brave fight against any unjust behaviour of the boss, is easy option.

I don't mean to fight just for the hake of it. But one can initeate legitimate actions to curb such high- handed behaviour by at least bringing to the notice of the powers that be at the helm of affairs. By any chance, the top man also does not act on it, then in the interest of one's career, option of changing can be considered.


Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai

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