Navigating Authority: How Should an HR Executive Handle Late-Reporting Managers?

Dear All,

I am working as an Executive HR in a manufacturing industry. We have a flat organizational structure, which means after Executive, the next designation is Manager with nothing in between. I am facing this problem in my day-to-day life. Being the head of the HR department, I have to deal with all the people, whether senior or junior. My CEO wants me to behave sternly with some managers who report late for duty. What should be my course of action in this situation? Please advise. How far can an Executive deal with Managers in the organization?

Regards,

I feel the better way out will be if you talk to them assertively. Just try initiating a communication and then say, "Sir, I was just going through the timekeeping records and I saw that for the last few days, you're in the late arrivals zone. I hope everything is fine at your place."

Then divert the communication to an "I" statement: just say it has happened with me too. I also used to get stuck in traffic and all, but now on I start early from home. When your message has passed on to their ears, just say, "Can't help it, records never wait for us. I have got very scared of that red mark :)" and go from there as if you're also a victim of being late, and it has affected your reputation.

Dear Neha,

Thank you for your reply. I will try to tackle this situation in a certain way. I hope that the individual will listen and make improvements in his habits.

Regards,

I swear Vijay, it's a very critical situation. I myself am facing the same kind of problem. I am the only person in my HR department, and we have a staff of very high-level doctors, but they don't even want to listen to whatever I try to say. They have an attitude where they simply ignore things, and because of them, other people at work also don't follow the rules. I am new here, and it's very painful to deal with all of this.

Hello Friends,

Good subject, won't find an answer in books or B-Schools. This is a practical problem for many, particularly in India where people grow up in a family atmosphere respecting their elders, while the profession demands reprimanding seniors.

One cautionary note to all: please be polite while dealing with such issues because these employees are the backbone of your organization, so nothing should offend them or their ego.

The best way is to bring to the attention of concerned employees that Management is aware of latecomings and is monitoring them. Mark latecomers in the muster where they usually sign for daily attendance so that when they leave the office, they must notice they have been noted.

The next step is to keep the muster in the office of the top boss to whom everyone reports so they feel ashamed while signing the muster late every day or frequently.

I hope this will somewhat resolve the problem.

Regards,
Sawant

Hello friends,

A good subject, won't find the answer in books or B-Schools. This is a practical problem for many, particularly in India, where people grew up in a family atmosphere respecting the elders, and on the other hand, the profession demands reprimanding seniors.

One cautionary note to all: please be polite while dealing with such issues because these employees are a need of your organization so nothing should offend them or their ego. The best way is to bring to the notice of concerned employees that management is aware of late comings and under scrutiny. Mark latecomers on the day before latecomers make it into the muster where they usually sign for daily attendance, so while leaving the office, they must notice they are caught.

The next step is to keep the muster in the office of the top boss whom everyone reports to so they feel shame while signing the muster late every day or frequently.

I hope this will somewhat resolve the problem.

Regards,
Sawant

All Concerned:

Please understand that you are managing responsibilities as assigned by the management as the Head of the HR department. It does not matter if you are an executive and others are managers and seniors to you. You should follow a diplomatic approach to convey concerns to the managers regarding late coming, etc., and at the same time keep management informed about the same. As an HR person, you are supposed to follow the systems/procedures set/approved by the management.

If your CEO is supportive, then why should you have problems in discharging your duties effectively? Take one step forward and do the needful. Keep smiling.

Mahesh K Prasad