Feeling Like the Office Villain? Navigating HR Challenges and Loneliness in a New Role

Dear All,

I have joined as HR Manager in a manufacturing company recently. There is no system in place for anything. Employees habitually arrive late, with most of them coming to the office regularly an hour late. There are no systematic procedures at the security gate. I have introduced new SOPs in the Time Office, Security Gate, Relieving formalities, Dress code, and appointments.

Now, all the employees see me as an enemy. Nobody talks to me in a friendly manner. The Managing Director (M.D.) appreciates me, but he only visits the factory twice weekly. I find the HR Manager designation to be a very tough job. When I worked as an Admin Assistant, I was able to mingle with all employees in the workplace. However, now I feel lonely. My plan is to quit the job after implementing 100% systems in this company.

If you have had a similar experience, please feel free to share it here.

Best Regards,
Srini

Dear Srini,

I really empathize with you. It must be very difficult. Hang on! But listen, there are some laws in life - like gravity: you can't jump from a height and then complain saying that "I'm falling"! Similarly, you can't 'crack the whip' and then feel sad that you are alone! Change management is a science and a skill. One that requires a lot of patience, understanding, and empathy.

You're not the boss. The operations head is the boss. You must be able to provide him/her with the process and the info... fundamentally, that should be the scope of your work. Hope you understand... hang in there and don't let them get to you!

Regards,
Joseph

Dear Srini,

"Discipline comes in two ways: one through self-respect/self-interest and the other through severe punishment/force. You cannot change people's mindset overnight! You have to change your thinking first. Just try the following steps:

- Create a system.
- To start, approach people in a smoother way.
- Give three chances; if you find no change.
- Use your firm hand, punish people so that they shouldn't repeat it.
- Utilize the third point for a certain period/till it becomes the culture.

Srini, this is an HR job, and we are managing the so-called valuable resource - HUMANS, who have six senses. We have to be ready to confront any crisis. And hey, if this is not your cup of tea, just push off. 🧐

Corrected by Grammar and Spelling Correction Agent

Dear Srinivasan,

HR is not only there to calculate monthly wages. You are an HR Manager; be proud to hold this position. However, the responsibilities of HR are least understood by other employees of the company; they may not understand too.

Feel happy for the changes you have made. Take necessary actions on indiscipline as well. Reward the employees for their achievements. Give gifts once or twice a year from the company's profit fund to employees. They should feel that you are the key person, but never lose your dignity. Respect all employees, whether in higher or lower cadre. Do not try to be friends with common employees because you are an HR Manager. Respect will come to you automatically. Do not change your ways, but wait for the time. :)

Good Luck

Hi Manager Sahab,

When you feel everybody is seeing you as their enemy, it is time to enjoy these moments. A perfect HR manager must have the ability to find joy in situations like these. Remember, you are not alone in facing these challenges. This is just your first step and will only last for a few days.

So, wait and watch for the next step, which will bring something different but nice.

Regards,
Vikas

Hello all,

Actually, I am an HR executive in a real estate company. Here, nobody is professional; all of them are working in their own way. In age, I am younger than all & cute, but I have leadership qualities as well. So, they all like me, but still, how can I make this more interactive and professional?

Thanks,
Aarti

Dear Friend,

I have been in the HR field for about 13+ years, and I am also feeling the same way. What to do?

Please consider studying LLB or any law-related graduation program; it will help you make a career change. I am currently pursuing LLB, and I am confident that I will transition out of HR within a few years.

Until that time, I wish you all the best and offer my support.

Warm Regards,
Vijimuralidaran

Hi,

Don't give up. I agree with my other HR friends that we are handling a valuable resource - HUMAN. We can't change their mindset overnight. Just wait and watch. If you get a chance to talk to them individually, make them understand the positive side of the systems you have implemented. Try to talk to them informally rather than formally. Catch your colleagues somewhere around the cafeteria, lunchroom, etc., and then show them the correct and positive picture of the systems. It's tough but not impossible.

Keep rocking and all the best!

Deval 🌟

Dear Aarti,

It's great that you are accepted by your colleagues. The solution to your case is training programs. To start, engage in team building activities and creative physical games to foster a sense of teamwork and professionalism. Introduce management concepts gradually to ensure understanding. I can assist you with training materials if needed. Remember, "Smarter you plan, faster you execute." Keep up the good work!

Best regards

Hi Srinivas,

I recommend communicating the following points to your employees:

1. Explain the rationale behind the "Eligibility for Week Off," which is calculated as 8 hours * 6 continuous days = 48 hours.

2. Highlight the potential consequences of work disturbances if they fail to attend their duties for the stipulated work hours.

3. Implement restrictions on permissions, for example, allowing two one-hour permissions per month on different days. Beyond that, consider introducing the concept of Loss of Pay.

I believe that implementing these measures can help in fostering a new and positive work culture. Good luck with these initiatives!

Kind regards, [Your Name]

As long as we are working to reach the final deliverables for the organization, we should go ahead with our process improvement.

Though today you may be isolated, tomorrow all of them will benefit with the confidence of top management over the people. At that time, everyone will value your initiative. So keep going and sustain the system for the benefit of the organization.

Dear Mr. Srini,

It's good to hear that you have brought about a change in the organization, but don't you think you were too fast in implementing the change?

As an HR professional, we deal with human beings, where we need to carefully consider any changes, especially when it comes to changing their habits. Hardly anyone in any organization likes to work more than the specified or required hours. There might be exceptions, but they are rare. It is important to make them realize that the change is for the betterment of the organization, not just for individuals.

Secondly, as per my suggestion, take some time to pause for a couple of days or a week without any work. Then, try to introduce some welfare measures for our employees. Remember, you are the bridge between management and workers. Your employees should see you not just as a management representative but also as an employee advocate.

Organize recreational programs, incentives, etc.

Quitting may be easy, but winning hearts is tough. Now, you need to decide whether to quit or win hearts.

Keep smiling when handling tough situations because that's where you learn the best.

If you have any queries, feel free to call me.

Amit Nag
HR & Admin Head
Pioneer Group of Industries
9825414843

Dear Srinivasan,

I have seen your post and replies advising you to follow some tactics to improve your position.

Besides all the replies, I want to convey some important clues to get rid of the difficulties in performing the job. I had a bitter experience of about 28 years dealing with personnel management in the Department of Education, Government of AP. As a Human Resources executive, I do face the same situation like you. But one thing we have to observe is that the HR Manager is a gifted person in any organization. No doubt, it is a fact that you cannot satisfy each and every person in the organization. There are many wasteful persons who always disseminate bad information about you.

In this regard, I suggest you watch my post "H.R.Managers - Some qualities" so that you can make some changes in your stature.

HR Managers are intermediaries between the Management and the Employees. It is a middle-level Management job. The key role played by the HR Manager will certainly attract the satisfaction of the employees.

Adopting new policies, regulations, control, discipline naturally brings some dissatisfaction among the subordinate employees. But there is a system to follow for its implementation chronologically. Strict disciplinary measures always give bad results. HR Managers should develop coordination, cooperation, support with the employees. Bossism is not advisable. Patience is important. Try to motivate the employees with your skills and explore the possibilities to invite the employees to your heart and make them suitable for the changes you want to make. Implement your changes gradually, one by one, without any restrictions, by explaining the Organizational policies, concepts, prestige, competitiveness, and status and change the mindset of the employees who are irregular towards duties. Explain politely the systems and procedures you want to introduce in the best interest of the Company, and in the long run, they will benefit with monetary considerations. Employee's future naturally depends upon the progress of the firm. So, try to make the employees understand the image of the Company and ask them to render a helping hand in implementing the procedures and plans for effective functioning of the firm and to maintain discipline in the organizational structure.

Hope you would understand my feelings.

With best wishes,

Suri Babu Komakula

Dear Managing HR-related job involves leading the entire workforce under framed policies to achieve this. The concerned person should be able to love and attract others. They should be articulate and expose their leadership qualities. Others should understand that the HR Manager is there for them. Also, the HR Manager should balance both employers and employees. They should be able to convince management for employees' benefit. Furthermore, employees should understand that the ultimate result is productivity. The HR manager should take welfare measures for employees and their families. You should know about yourself and your capabilities. Only then can you succeed. The above facts are essential not only for HR Managers but for all managers. Please go through SWOT analysis to overcome your weaknesses.

Consult with your management for a formal meeting with all employees and announce incentive schemes or any other welfare measures. Arrange for a picnic and celebrate the New Year with employees' family members. Remember, January starts the increment which will play a major role. Utilize your HR knowledge to upgrade their salaries and perks. Coordinate with the finance department and table your proposal to the management. Make other employees understand that you are doing this, but do not be transparent. Make a list of achievers for 2008 and reward them. Announce rewards for employees who secure 90% marks in their final examinations like matriculation or Higher Secondary.

Start counseling for employees to give up smoking and drinking habits. It is a difficult task as 99% are smokers. Additionally, I wish to write a few lines for our friend who is fed up after working for 13 years. I certainly say that the problem is with him, not with the job, colleagues, or management.

Wishing you all the best.

SMS - Dubai

Hi Srini,

Take it easy, dear! You know what, you are doing a great job. I have also completed my HR project in a manufacturing company, and the same thing happened there. But, chill buddy, because when you grow, people tend to feel jealous and may act intentionally. Just focus on doing your work as you are paid for it and strive to give your best, always be loyal to your profession. Once again, I must say you are doing a great job because changing the system and keeping everything organized is indeed a tough task.

Thanks and regards,
Monica Shah

Dear All,

I have recently joined as an HR Manager in a manufacturing company. There is a lack of system in place for anything. Employees have a habit of coming late, with most of them arriving at the office regularly an hour late. There are no systematic procedures at the security gate. I have introduced new Standard Operating Procedures (SOPs) in the Time Office, Security Gate, Relieving formalities, Dress code, and appointments.

Now, all the employees see me as an enemy. Nobody talks to me in a friendly manner. Only the Managing Director appreciates me, but he visits the factory only twice a week. I find the HR Manager designation to be a very challenging job. When I worked as an Administrative Assistant, I was well-connected with all employees in the workplace. However, I now feel lonely. My plan is to quit the job after implementing 100% systems in this company.

If you have had a similar experience, feel free to share here.

Best Regards,
Srini

Dear Srini,

This is very common. No one is paid to be popular in their jobs. The HR position is the most unpopular job in every organization. HR has to keep the management happy and the staff happy. So, HR has to forget about their own views and do the job.

I too have made similar changes in my organization. Not everybody minds these things, only some of them. Please be patient. Make changes very slowly, one by one. During staff meetings, praise the staff and thank them for cooperating.

After a few months (at least 6 months), they will be thanking you.

Patsy

Hi Srini,

I can understand your stance - critical, hmm. But I don't feel that it's a good idea to give up too soon. It's just a few hurdles, and I feel you should take them as opportunities. These opportunities will give you the chance to prove your mettle. Problems won't end with changing a job or company; issues are everywhere, in any company - however big or small, however professional or unprofessional.

Your intentions are too sacred to create a win-win situation for both the workers and the management. But wherever there is a change, there is resistance, and this resistance depends on the degree of change. Right now, you are undergoing this phase only.

We talk about "managing people" in HR. We talk about change management, team building, motivation. I feel you have the right opportunity to implement a lot of interventions.

My words might look too theoretical to you, but after all, it's not simply HR but managing a business, which stands on "Managing the people."

Regards,
Mayank
"Because we dream, Because we do"

Hello Sirnivas,

This is not a new issue; the thing you have to take into consideration and you have to work strategically.

1. First thing is you are going to change things, and you are the person who is making changes. So, you will face this type of situation.
2. Things which you have started, people are not used to it. So, induce the change very smoothly and slowly.
3. No matter what, stick to your things.

Good luck. :)

Hi,

HRM is a tough business to be in because humans are not predictable. As an HR person, it is important that you are seen to be fair, which means that you are not only the representative of the management but also sympathetic to your coworkers.

Additionally, while ideas are plentiful, it is wise to implement them gradually and, if possible, by consensus.

Hang in there and don't quit your post!

Hi Srini,

I understand that an HR manager's job is not easy. Managing change is always a challenge for all HR managers across the globe, in any sector, and in any region.

Changing fields or quitting a job is not the ultimate solution because challenges exist in every job, whether it be in HR or any other field. So, if you choose to quit at this moment or decide to change your field, then I think you would need to change your field or quit a job every six months because this situation may recur every six months.

Before implementing any change, you need to understand the history of events in the organization and how people are accustomed to working in a particular atmosphere. It is important to determine what to implement first. After studying all this, people will first ask why there is a need for this change, and the second question would be what benefits they will receive if they accept this change. Before implementing any change, you need to have solid answers to these two questions, and your job is to convince management and line managers about the new policy. If they are convinced, half of your job is done.

When you implement a new policy, you should also consider implementing some policies that benefit employees. For example, you can provide employee insurance policies, establish partnerships with gyms or yoga institutes where employees receive discounts on services, and collaborate with labs or retail malls where employees can get significant discounts on tests or purchases. By doing these things, employees will gain confidence in you. They will see you as a good HR manager, respect you, and adhere to work discipline policies. I understand that it is not as easy as it sounds, but this happens over time, and for that, you need to have patience.

I hope this advice helps you in making the right decisions.

Regards,
Surendra

Hi all HR brothers,

I recently joined a distillery company, and there is no system in place here. It is true that an HR job is challenging, but we take it as a challenge. We are the ones who create systems to enhance the company's growth. An HR person serves as a channel between employees and employers. So, enjoy the journey.

Dear Srini,

I have previously managed HR and am now consulting, and I have been in a similar place. Outlined below is what I did to change the organization:

- Should HR be seen as the manager (to lead, direct & control) or support the manager?
- Start by presenting an HR plan (where the organization should go) and get the manager to sign off that agrees with the plan.
- The plan should include KPI's where the manager can monitor and review.
- Next, get employees represented on committees to contribute to decisions.
- Recognize and reward good employees for improvements.
- Establish an internal newsletter that informs employees of the changes (so they can see why, when, how).

The outcome is positive change in a planned and measured way.

My email address is [Login to view].

Good luck,
Ron

Dear Friends,

Thank you for your valuable advice and motivations. I will never give up. I will get back to you as a successful HR Manager.

Thanks once again.

Best Regards,
Srinivasan

Dear Sri,

By nature, it is easier to bring in relaxations in organizational culture than to introduce tougher norms. When trying to improve discipline, involve those affected or their representatives in a tactful manner (participative change as opposed to direct change). Be patient; improved discipline does not happen overnight. The current state is the result of laxness from the previous managers, especially the senior management, and has become part of the organizational culture.

Be tough yet humane. Condone the occasional violation that has genuine reasons. Consider recognizing those who display discipline. Involve the senior hierarchy and gain their support. This must be done tactfully to avoid implying incompetence on their part until your arrival.

Being a manager is not always easy. If you are firm yet humane, you will be accepted and respected.

Best wishes,
TD Prasad

Hi Srini,

Please call me on my number 9986024316. I will help you with this. I believe this is the initial stage where you will encounter such situations. I have faced similar situations before and was able to handle them.

Thanks and Regards,
Lava Kumar

Dear Srini,

I am also an HRD manager in my company. My story is similar to yours, but the only difference is that I am in the corporate sector where no one wants to follow any rules.

I have been here for the last 13 months and have introduced many things like proper leave policies, ID cards, access cards, time schedules, annual picnics for staff, leave formats, and so on... Still, I am blamed as the culprit in my office. If someone is late or makes mistakes, my boss blames only me. I have been in the HR field for the last 4 years, and one thing I can say is that the boss will never be happy. I am the only person in my office whom everyone takes as their enemy because I have implemented many rules. So, dear, this is corporate life – you have to stick with your rules and consider other people as your teachers. They teach you a lot.

Be loyal to your company but never get stuck there; always look for better opportunities in life. It will definitely increase your self-confidence.

With Love,

Shilpi Banerji:)

Hi,

What I feel is that for any changes, people resist. But if the changes are made gradually, then the effects also come unnoticeable. One more thing I would recommend is using the secondary channel like grapevine to know the reactions over the changes to come, which will be very helpful. This is in regards to keeping informed (good up/downward communication) among staff. We did this while implementing ESI in Fortis.

Do revert back.

Thanks,
Shashank
9717597144

Dear Srini,

I faced the same problem in one of the pharma CROs. For the first three months, employees were treated similarly to what you are experiencing. After that initial period, everyone became very close to me and provided good cooperation. However, the Managing Director (MD) was not as cooperative. Despite waiting for two years, there were no changes in the MD's attitude. I eventually decided to leave the organization. Even now, all the employees still stay in contact with me. It has been almost 2.5 years since I departed.

Venkat
HR Manager

Hi,

This is a common issue with all startup companies and the company that introduces an HR department. Because of such issues, if an HR manager decides to change fields, then I can call it foolishness or a lack of confidence.

You should have very good listening skills and confidence to confront such situations. These are the basic qualities required for change management as it cannot be done overnight.

Some basic points:
1) Sit with the employees and listen to them carefully.
2) Make them understand the need for change management.
3) Ensure they feel the HR manager/department is not there to harass them but to support them.
4) Explain the benefits of change management.
5) Give them a chance and time to understand the need for it.
6) Discuss with line managers.
7) Design and explain compensation and reward programs.
8) Explain the benefits in their future if they follow those rules.
9) Prepare a presentation on Time Management.
10) Explain the statutory benefits like PF/ESI.

There are many more things that can be done to overcome such situations.

I hope these points will help you initially. If you require more help, email me at ajaypadnekar@rediffmail.com.

Hi Srini,

I'm also in the same situation. I'm working as an HR Manager in a manufacturing company, and I'm the first person appointed as an HR here. Before that, there was no HR department. I introduced new rules regarding wearing ID cards, uniforms, timekeeping, leaves, permissions, and so on. Up until then, the employees were very close to me, even calling me sister. However, when I introduced these rules, they stopped talking to me and started calling me Hitler.

But I don't mind these matters. I'm just doing my job. I want to gain experience. Nothing matters if we take it easy.

Regards,
Saro:icon6:

Dear Srini,

Before you make any decisions, answer these questions for yourself:

Did you jump in and make these changes immediately after joining?

Did you take inputs from the floor managers and production managers, or call for a discussion and share your views?

Any organization will have some resources or talents who can be opinion builders. Once you have approval from the MD, it is best, especially in a manufacturing or industrial setup, to discuss with other stakeholders. Better late than never. Get these individuals into the loop. Talk to them. Delegate this responsibility to them. In this way, they will also feel important. See if they have any suggestions to make. When HR is making any policy changes, it is always best advised to seek opinions and entrust certain responsibilities to other stakeholders.

Regards,
Priyadarshini Bharath

Hi Srinivasan,

At least you are getting appreciation from your MD, here I am not getting even from him despite bringing in several changes in the organization. Mine is the company started a year back, and the first guy who was a semi-professional with 1 or 2 years of experience in Admin spoiled the whole show.

When I started bringing in all systems like you, people used to comment, not support, and started greeting the admin guy who supported them without any system.

In general, people who have enjoyed and spent their time as they want will not accept the changes immediately. It is the responsibility of the HR Manager to bring them outside. This can be possible by interacting with them closely, accepting the comments, and then explaining the significance of the changes and their requirement.

People will surely start accepting you. Kindly erase from your mindset that people are looking at you as an enemy. Why do you have that in your mind?

As you think about switching to another job or organization, even if the situation is worse than this, what will you do? Managing everything and bringing easiness is the primary job of the HR Manager.

All the very best. Success does not come to you; you go to it.

Regards,

Maha

Dear Srinivasan,

My suggestion would be:

1. Please note that change has to be brought in slowly and requires a lot of patience on your part if you want to see the changes happening.
2. Take the concerned people - floor managers, workers, etc., into confidence by explaining to them why the changes are required. This will make them a part of the change, and your value will increase in their eyes as you involve them in the decision-making process.
3. Draw out a plan on how the change will be implemented and seek the concurrence of the MD (blessings of MD... :))
4. Set an end date for all the processes to be completed and put in place.
5. Work towards that goal and show the organization that you are capable of working under severe pressures, a hostile environment, etc.
6. This approach would be welcomed by one and all, making your job much easier and simpler.

Thanks, and all the best in your assignment.

Giridhar

Dear Srini,

You have done the right thing for the benefit of the organization, and you have achieved it. For every good step, there must be feedback. For example, no one likes to accept the recent smoke prohibition act, but it will help reduce their daily smoking, at least. So, think like that and always stay positive; don't give up. You are a trendsetter for the non-regulated company. Medicine is initially bitter, but when they think about the cure because of that medicine, they will accept it. Don't hesitate to make the right decisions and implement them.

Go along with your decisions and be a good bridge between the employees and the boss.

All the best.

Regards,
Nelson
Chennai.

Hi all,

I think the HR role is akin to that of a housewife. Just as HR has to protect, punish, and educate employees.

With regards,
Rajesh:)

Dear Shrini,

All in the job of an HR Manager. When employees join, you are their best friend; 6 months down the line, you are just a formality. These kinds of things happen in almost every industry where systems/rules have to be set.

Regards,
Sandy🌟

Hi Shrini,

As it is rightly mentioned above, change comes in two ways. You can take one change at a time so that you can get a good response from the employees (this will give you some influence over them). Once you receive this response, then take on another change (start with some small tasks first). Change comes from inside to out. Once this is done, create a small task committee and engage your followers in that, as the person in charge of that particular department (this will make them more likely to follow your guidance). It will also reduce your burden.

Even though I am new to the HR field and have been working for the last 5 months, I have been fortunate enough not to face this kind of problem. Start appreciating others so that they can recognize your work.

Regards,
Harshal Sharma

Dear Siri,

You did a good job. But I hope you are not in a hurry. Again and again, you implement the law, but in reality, you first favor labor (but first take management in favor), then implement one law, a second law, and then again give some facility to employees. Again, implement two to three laws. In my view, employees can't make objections.

Please keep in mind that change is a continuous process.

Amit

Hi Srini,

Always there is another face. When you think about bringing discipline, why don't you consider taking up employee welfare (what is not available) and helping those in need? If you start doing this, I am sure employees will love HR managers, and you will enjoy working in the HR Department.

Mr. Mahesh Sharma rightly pointed out that HR Managers are not only responsible for calculating salaries. We must also advocate for welfare and strive to increase labor productivity in coordination with management. I am not suggesting all benefits be provided, but at least what they are legally entitled to and based on humanity.

In Tamil, there is a proverb, "Eduppar Kaipillai." You must decide whether you want to be like Eduppar Kaipillai or a reasonable and loyal HR manager.

Please note, the HR position should be handled in a neutral way, being loyal to both employees and management.

I have also faced such periods in my life, but I am proud to be part of the HR department.

Dear All,

I am really proud to join this site. Actually, I have gained a lot of understanding and experience here. I truly appreciate Srini's replies, as I, too, was stuck when I read this topic. Now, I realize that when you introduce a system, it should be done and communicated in a participative way. Evaluation should be carried out to understand responses before it becomes a part of the company's/organization's culture. This approach can make both employees and employers aware of the changes so they are not taken by surprise.

Thanks,
Josep HR Officer Aga Khan University, IED-EA

Hi,

Don't worry, you have many HR people who will share your sentiments. I am in a company where I am the first HR person to be on board. I know people will treat you like an enemy. Be happy that you have made the systems and policies go inside their head, that's why they hate us. Here is our real challenge. Do not quit. You are doing a great job.

Ramya