How Should I Handle Rude Behavior from Managers as a New HR Manager on Probation?

Greetings!

Dear All,

I need your advice.

I am a South Indian girl. Earlier, I was working in a Consultancy as a Sr. Recruiter. I have recently joined a broking firm as an HR Manager. There was no HR department in my present organization, and hence I am given the designation of HR Manager. All other employees of this organization are Gujaratis.

Two of my seniors have been good to me so far. The problem I am facing in this organization is that people at the managerial level do not speak with me in a good way. For instance, managers from other departments are curious to know whatever I am doing. To cite an example, we introduced signing of attendance in the register, for which a manager asked me "N" number of questions before signing, like "Who all would sign this." A similar incident occurred when we introduced attendance software. A card was given to every employee along with a plastic cover, and this manager just threw that card on my table, saying it's torn, give me another. This person is close to one of the Directors of the Company. (I have not mentioned this behavior to my seniors, who are also Directors, as I believe HR is to solve problems and not bring up issues).

Another incident was when a Director himself spoke to me in a rude way regarding some holidays, to which I replied, "If you, being a Director, speak to me in such a way, what can I expect from others? It's hardly two weeks since I have joined."

Though there is no major problem right now, I would like to know whether I was right in saying those sentences and also guide me on how to cope with this language distinction, as I am on a probation period now.

Awaiting your advice.

Regards,

Rashmi

Hi Rashmi,

I can really imagine the position you are in. In these types of situations, not even a male can work. Initially, wherever you try to implement some systems, people will try to dishearten you, especially the older employees. This is because they have their own style of working to which they are accustomed and have adjusted according to their needs and requirements.

However, I feel that you should not get disheartened and should withstand the pressure to implement the systems. WISH YOU GOOD LUCK. CHEER UP AND BELIEVE IN YOURSELF. YOU CAN DO IT.

Santosh Iyer
santosh_iyer79@rediffmail.com

Hi Rashmi,

I can suggest that before implementing any systems, you should first speak to the Director of the Company about how to record the system, who needs to sign off on it, the holiday list, birthday celebrations, etc. For everything, you should consult with the director, obtain formal approval, and then start implementation by sending out a formal email to everyone, with a CC to your director.

You may think that you cannot ask the director about everything. However, to effectively run an HR department in an organization, you need support from the management. Without their support, you will not be able to accomplish much.

WISH YOU THE VERY BEST OF LUCK FOR YOUR FUTURE ASSIGNMENTS!

Regards,
Anupama

A sad case indeed.

Firstly, do not lose hope, Rashmi. Would it be possible for you to talk to the people who recruited you in the first place? You could explain your problem, which may be due to cultural diversity.

The battle would be tough for you because you'll have to maintain your cool at all times. Do try to tackle any rude cases with polite yet firm confidence, but do keep your superiors in the loop. If your boss is a mature and sensible person, he/she would definitely guide you and advise you.

You are right, HR does solve problems, but we are human beings too. It's always good to discuss issues with seniors in the organization for better solutions.

Chin up, girl:)

Regards,

Hi Anupama,

Nothing is done from my side directly. I follow the instructions given to me by the two seniors (who are also directors). And as you said, that I can take advice from my senior or talk about my issues with them, there was one more such incident where a PA to the chairman behaved very rudely. I informed this to my director, but the feedback I got was "maybe he was not in a good mood that day, hence he might have behaved with you in that way." Hence, I didn't feel like talking about the other issues with him. I understand this is my battle, and I need to fight it all alone. But I just needed advice on how I should handle this!

Regards, Reshmi

Dear Rashmi,

I suggest you formulate HR policies with the approval of all Directors/Dept. Heads before introducing any system/procedure. This will guard you against all these incidents, and if such conditions arise, you can bring it to the notice of Management and take action to enforce it. I have also faced some problems like yours, and since that was a policy matter, I was able to implement it.

Yes, there will always be resistance to change, but it is the job of HR to make this change simple and acceptable to all.

Carry on...

Regards,
Pushpendra

Hi dear,

I can very well understand the kind of situation you are facing in your organization these days, as I've also gone through the same phase.

See, if I say, most of the people in the organization tend to be rigid towards any changes, and in your case, maybe they are not able to digest your designation as your job profile entails many authorities and also because you are new in the organization.

I would suggest that before implementing any new and creative things in the organization, you should better communicate this through an email to all the concerned employees, going step by step:

- First, write that email to the higher authority and also cc all the Directors, and ask them to approve it as soon as possible.
- After receiving a green signal, you should forward that email to all the employees of the respective departments.
- You can start your email by stating, "With the decision of the management (Directors, seniors, and all) for this and that effective date, XYZ would be applicable in the organization, and it would be appreciated if you would follow the same."
- Do include some appreciative and motivational words for them to show that this would be the right thing for the organization.

Cheer up, LADY... 😛

"Stay Beautiful"

Regards,

Roopika

Hi Rashmi,

I would give you two very simple but important pieces of advice:

1. Don't let them get to you. If a person is rude towards you, reply in the nicest and most polite way. For example, if a person throws a plastic cover and says, "Give me a new one," you could reply: "I am so sorry that this cover was torn. I hope you will forgive me." Firstly, you will feel like a much better person than him, and secondly, he will hopefully realize his way of talking to you. A positive response will often defuse a negative one.

2. Whenever you are preparing a new policy, try to involve the management and senior levels. Send an invitation for a meeting or write an email about it to all employees and upper management. You can receive valuable input, and they will feel more involved and eager to make the policy work. If you find that some senior members do not have the "time" to give input, then, as politely as possible (see advice 1), inform them (with upper management cc'd) that you are disappointed they are busy but that you will have to proceed without their advice.

In my experience, this is like a game. You have to play it to get the best out of it. Remember, it is always best to be the "bigger" and more "mature" person in any situation. Demonstrate this to all company employees, from upper management to trainees, and eventually, you will earn the respect you deserve.

I understand it can be challenging, and you may feel like exploding at times, but this is part of your job. However, if anyone crosses the line—such as shouting at you—kindly inform them that you do not appreciate being spoken to like that and that it hurts your feelings. Make a note of it for yourself, and if it happens again, escalate the issue to management. Essentially, try to resolve as much as you can on your own and involve management only when you see no other solution.

Hi,

The best way to implement any changes is to get buy-in from the people who will be affected most. Get together with the Director who is giving you a problem in implementing things. Give him the reason for wanting a change and ask him for his suggestions. If your course of action is not one of his suggestions, inform him of the action as your suggestion and get his input on how he feels about it. Clearly explain the benefits of your suggestion. Therefore, you first need to understand why you are initiating a change; don't just follow instructions. As an HR person, it is crucial for you to be able to explain to people why you are making changes and what impact it will have on them and the organization. Numerous research studies have shown that when people feel they are part of decision-making, they accept the change better even if they don't like it.

Moreover, if this resistant Director seems to have a better idea, then it becomes your job to present it to the other two directors.

All the best!

Jeena

Dear Rashmi,

First of all, let me congratulate you for being cool under such stressful situations. Coming to the problem at hand, what I would like to suggest is that people will not resist the introduction of any new systems if they are communicated properly and given a chance to air their feelings. I would suggest you to talk to your superiors without revealing the problems you are facing. The fact is, it would be better if you have a meeting with all the concerned people in the presence of your superiors about the system you are going to introduce; thereby, you can clear their doubts. They will be given an opportunity to air their feelings, and without you mentioning anything, your superiors will get a fairly good picture about the difficulty you are facing. Even then, if you face any difficulty, you can very well inform your superiors. Maintain the cool. Things will definitely work out in your favor only!

Rakhee

Dear Rashmi,

I have also faced the same kind of situation. The first thing you need to have in your bag is loads of patience. First, send the mail to your Directors. Meanwhile, as you get permission from your directors, try to have a chat with people who are going to act against your policies. This will give you insight into their ideas about the policies, and you can look to this as the first step towards building confidence in them about your work.

Hi!

I can imagine the situation you're in, but what I would tell you is to involve the management in any policy or anything that you're making or trying to implement in the organization. At least send an email to get some inputs so that they feel they are given importance, and their suggestions or advice are taken into consideration. In this way, you would also understand what they are expecting from you. Try to be calm and careful while speaking to any director of the company. Until you actually feel hurt in such cases, try to look for alternatives, but attempt to resolve it differently.

Regards, Jennifer Isaac

Rashmi,

I have read the posts of many HR professionals regarding your query.

I agree with the person who said that "everything is like a game being played, you just have to play your part better than others". Once you accept that we are enacting our corporate roles, it becomes easier to tackle such issues.

Also, please remember that any company will have various 'power centres' pulling employees in different directions, and the biggest challenge for any HR is to dismantle these power centers. It will take time and a lot of patience. Just find out if the two directors who instruct belong to any power center or if there is any internal war going on between these directors and other managers. You may be getting caught in this battle. (Happens all the time)

My advice to you is not to lose your cool and at the same time show the other managers (power centers) that you are the boss when it comes to HR issues. It's important to gain respect from co-workers, Rashmi, and let me tell you that it's toughest in the first 4-5 months.

But keep working on it and don't lose heart. Who says HRs have nothing to do !!!!! :)

Wish you the best of luck.

Sridhar

Dear Reshmi,

To be practical, make a written document outlining all HR procedures. Present it to the Directors for approval and signature. Then, strictly adhere to what is documented, prioritizing objectivity over personal sentiments. Avoid initiating any actions prematurely.

I have experienced a similar situation with my seniors who were Gujaratis. Initially, follow the existing procedures in place before considering any new initiatives. Your primary focus should be on building trust and credibility amongst your colleagues. One effective approach is to seek advice from those who may have reservations by asking, "Please advise on how we can improve, sir," in a respectful manner.

I hope the situation improves soon.

Regards,
Ashwini

Dear Rashmi,

First, I will explain that HR is the nerve centre of the administration of the organisation. Adopt the Henry Fayol principle and implement all the policies related to HR. The moment you implement all the policies related to the employees (e.g., discipline, punctuality, working hours, KRA, job responsibilities, tasks assigned, counseling the employee, leave rules, PAN Card, income tax-related office memo), their minds will automatically go to your policies only. It is your moral responsibility to sign registers, documents, letters of intent, and leave applications. If you face any obstacles anywhere, please write an email to me. At any cost, you have to survive and tackle the situation.

Thanks,

K. D. Pandey
krishnadeo.pandey@gmail.com

Dear Rshmi,

This kind of situation happens to all. Be patient. As an HR professional, we should understand the implications before introducing anything. Before introducing any policy in an older company, we are required to follow the following steps:

1. All policies should be approved by the TOP management.
2. Circulate them through the CEO.
3. Before circulation, assess the organizational behavior/climate.
4. Identify the employees who are supportive and those who are not.
5. Call a meeting and explain the importance of the policy in front of the CEO.
6. Gain the confidence of everyone.
7. Build good rapport with all.
8. Be very careful with the relatives of the Director; make sure they understand the policy so they can adapt first.
9. Introduce the policy step by step.

It is very difficult to handle, and I have come across this kind of situation several times, but it all depends on how strong you are to sustain and manage it. Use common sense and handle it diplomatically.

Regards,

Shiva Prasad

If you require any further clarification, please feel free to ask.

Email: sprasad@tb-india.com

Hi Rashmi,

I feel strongly about this point as I went through the same situation. This is what I did: I tried various strategies like being civil and nice when people were rude to me, using persuasion to get the difficult matters sorted out, taking the president of the company into confidence when any new policy was being formulated and implemented, etc.

But when I realized that my self-confidence was at stake and I was losing it, I decided to quit because if you lose your self-confidence, then you are not going to make it elsewhere until you work on restoring it.

My sincere advice to you is to stay and give it a good fight; it may or may not work, but the moment you feel it is taking a toll on your confidence, quit because it is not worth it.

Wish you all the best!

Sherine

Hi,

Congratulations for the new job.

Understand one thing; you are very much new to the organisation, so everybody will take you very light. Your job is to implement HR policies and other administration guidelines. It sounds very easy that every educated professional will follow the rules, as rules are made to abide by. But my dear every person sees things in different ways. You are new to the organization and others are experienced. I will give you one example i.e. every part in the body are well adjusted in the body. Suppose you operate and made some changes in the body, it will treat those changes as foreign body. It will be adjusted but yes! It will take time. So, take things bit light. This is the most important thing. As many well-wishers are guiding you so understand those ---concept wise. Don't copy the advise or statement, please understand the advices. It will be very helpful. Give yourself some time. Do your homework and implement at a smaller scale, Do collect the feedback and then show it to Director with reason into it. I mean to say, make him understand how this thing is going to help and ask him for necessary changes as to suits for the organization. Do not make things easily accessible to everybody. If you want director needs to check in and out timing then make sure it is known to other staff. Give him some weightage. Understand the difference. You can contact me at 09871295325. I am in noida. I am also from South but it makes no difference in my working culture. You can mail also at [Login to view].

Best Wishes

Venkatesh

Hi Rashmi,

I can understand your feelings because I also passed through the same way. In this regard, I want to tell you one thing. If you think that you are doing something good for your organization, first put your thoughts in a correct way and present them to your management. Then be ready to answer the management's questions. If they are satisfied with your policies and rules, then without any hesitation, you can implement those policies in your organization. You will not need to worry or answer to anybody's nasty questions.

I did the same, and I succeeded. I believe this approach will help you in some way. Don't give up. Keep trying until you succeed. Believe in this and continue throughout your life. Have a nice day.

Lalitha

Dear All,

Thanks to Pavan, Rakhee, Jeena, Anupama, Samaira, Puspendra, Roopika, Chandrabhushan, Jennifer, Sridhar, K D Pandey, Shiv Prasad, Sherine, Venkatesh, and Lalithaj for all your advice. I will keep all your advice in mind and will put it into practice as well. Thank you for your immense guidance and advice.

Regards,
Rashmi

No one needs to ever listen to abuses! I think you need to be strong and give him appropriate feedback. Wait for him to change after giving him the feedback. If he doesn't change, escalate the problem to maybe his boss. If nothing works, quit! No job is worth your self-respect.

Regards,
Jeena

Jeena,

But he is a senior employee, and the director of the company is coming on Saturday. It seems I am not sure how to handle this situation. He directly reports to the director, and the director's son is also present at the station. I only joined 20 days ago. When he abused me, I told him to speak properly and not to use such words. In return, he is questioning what I said. Nobody else heard what he said to me. It was just the two of us in the cabin.

Your valuable comments will help me more.

Thank you.

Well, if he asked you, "What did I say?" it could mean two things:

1) He really doesn't understand how his words affect people.

2) He doesn't care.

The first could be because no one ever told him... so tell him directly, "Sir/Name, I would really appreciate if you do not use words such as 'F***' when you speak with me. I don't think it is appropriate language to be used in the office, especially with a lady."

In the second case, you need to decide what you want to do. Staying in a job you are not happy in is not going to help you perform and is not going to help your career. Everybody makes mistakes in their lives by making a wrong choice... move on. But my sincere advice to you would be not to lie in any interviews that you give. Be honest and admit you made a mistake and say you want to correct it by choosing the right place to work in.

Regards,
Jeen

Do you think I have to escalate this issue to the Director/Director's son? Now he sent me an email to start appraisals for employees. Since I report to him (GM-Finance), it seems like I may have a lot of problems in the future.

Now that the discussion is finished, we are both sitting in our cubicles. Going to his place again and raising this issue will not be a big problem. Additionally, I have financial problems and I am not able to understand what I should do.

If I resist this, then there might be more problems in the future.

If you think some time has passed since he used the abusive language, leave things the way they are and raise it only if and when it happens again. If it was a one-off situation, you are better off letting it go. If not, then talk to him.

You don't have to quit to find another job if money is a problem.

To find another job, I should have taken leave since I have recently joined. I supposed not to take leave and it is not permissible to come to the office late. (Due to strike fear, I started late today; I came half an hour late and he started telling me that if HR comes late, then all the employees will come late.)

I think I can manage financial problems, but quite some time back, this issue arose again during the discussion when he abused me.

Dear Rashmi,

It's disheartening to know what you are going through. Well, it happens in corporate life; you have to live with it here and wherever you go. Being in HR, your Directors will try to shoot from your shoulders as they can't do it to maintain a good relationship.

Relax and take it as a challenge. Be calm, understand the problem for all employees as this is new to everyone. Employees were free birds without HR, and now they have to be under certain restrictions for which you will have to face the brunt... but it will be for some time. Keep smiling and try to talk to everyone, understand their problems. All the Best.

Hey all, thanks for your words. But can I be cool and patient? If I say anything to his words, he says I am arguing with him. He says nobody will speak back to me. You are frustrating too much. How can I make him understand?

Hi, Rashmi.

It is very difficult to adopt a new culture into an existing one. People need to cope with the environment, so they don't want to change. You should consult with your senior before implementing new changes.

BEST OF LUCK for your new life.

Regards,
Raj

Dear all,

I appreciate sharing your valuable suggestions in the community.

As per the case presented by Rashmi, it is very sensitive to handle this kind of situation for a newcomer taking on a larger position.

What I have understood here is that everybody has shared their experiences based on their understanding and guided by the question posed by Rashmi.

Why don't we prepare a Word document and post it in our community to help all the new and existing members and consultants?

To be clearer on the roles, responsibilities, and steps to take for the new HR manager in a new organization and how to act according to the situations.

The purpose of preparing this document is to save time.

Let's all come together and prepare a Word document for handling this kind of situation. I, we, all request the community members, seniors, all corresponding departments, and consultants to share their experiences in preparing the document.

I would like to request the board members of the community to make a decision and present this document as soon as possible.

Please share your questions and suggestions.

Regards,

Sridhar.B

Dear Reshmi,

It's really a sad case, but my dear, you are the HR, and you need to be cool and calm most of the time. My suggestion would be to take your colleagues' opinions next time you formulate something so that they feel comfortable and there is ownership from their end too. Most importantly, don't lose hope! Keep smiling, because when your colleagues look back, someday they will realize that their HR is really approachable and always smiling! :)

Regards,
Sowmya

Hi Rashmi,

I have gone through your posting. Believe me, I too am going through the same thing. I was an HR in one company, and then I was hired by this IT company. It's a small company; hence, the HR manager before me was experienced. So, I am also a so-called HR manager.

Rashmi, it is impossible to implement any policies. Let me tell you that I, too, wanted to start an attendance diary but was not allowed. Then I made a leave policy, again could not implement. I made an HR policy, again not allowed. As everyone in this forum said, we should ask the directors. But you know what answer they give? They say we are not a big company or corporate, so please don't do all this. In my company, whenever you want leave, you can get it without salary deduction. When I tried to project the same, you know what the response was—they work hard, so let them take it. You don't worry. And about rudeness, they are impossible in that they just don't bother about what they are saying. You have to take all that. It's something like you are working as labor. These issues are nothing. Anyways, I just told you all this so that you get to know there are other people like you.

Rashmi, I can say you should do your work, make policies, do whatever HR is supposed to do, and if they don't allow you to implement, don't implement. But don't get disheartened as you have done your work.

See, we all know why we work. We work for experience, satisfaction, and money. I know you might not be getting good money or satisfaction, but you can surely earn experience which, in turn, can get you all the other things in another company. Touchwood.

I hope you are now convinced with this.

Raj

Just talk to your director under which you are working because you are new and not very familiar with the company. So, it's better to keep your director informed about what you are going to do. It is better for you, and remember that nobody can change their behavior. Just before the bad behavior of a senior, don't get upset. Cheer up! Now, you will have to aim for a higher position; this is not just your goal. You know that many people are with you. You can see the emails you received and a very nice presentation. So, don't be afraid and work with great zeal.

Regards,
Manish

Raj, HR is not about implementing policies to only penalize people. It is nice that your organization does not believe in deducting salaries for taking some time off. I know of companies that deduct salaries for being 10 minutes late, and trust me, employees are bound to be dissatisfied. HR in these companies is fighting to change this rule.

Policies should not just be formulated and implemented because you think they should be. Look at your organization, your people, and implement only what makes sense and what will help improve work productivity and satisfaction. Choose what works and implement only that. Seniors will have their viewpoints, and sometimes it is worth listening to them.

Of course, rude behavior is unacceptable anywhere and at any level.

Dear Mr. HR Professional,

It's very easy to say, but when you put yourself in that situation, you get to know the pain. She knows, and I know. Good to read, looks to be really positive, but actually, it's not. See, I don't mean cutting salary for 10 minutes and all, but if a person takes leave whenever they want for as long as they want, then why is HR required? Remember, the HR job is to keep driving the force systematically, not by keeping quiet. But for your knowledge, let me tell you that it doesn't happen in the organization in which we operate.

I am afraid I cannot explain the stuff in writing, but to understand, you need to be in that position or should have experienced it. And I totally agree, higher management can be right, but remember, not all the time.

I also know that HR work is not just implementing policies, but I can also say that it is just an example. Policies are made to drive things systematically and are very important in any organization, without which companies like Tata would have never succeeded.

Raj, I apologize if you took offense. That is not what my intention was.

Also, having worked with different organizations in the field of HR for the past 12+ years, I humbly admit that I know what resistance means. I understand the frustration of not implementing what I want to implement. However, I still am a strong believer that what works for one organization may or may not work for another. Simply putting policies in place does not help. I am sure the Tatas and the Ambanis of this world do not necessarily follow the same rules and regulations. HR is about knowing what works for YOUR people.

And lastly... it is Miss HRProf!

Anupama, sweetheart, I have already stated my view about abusive language. If I were you, I would have expressed my view to the gentleman, irrespective of the fact that he may be my senior. Of course, I don't mean that you should be rude because then there is no difference between you and him. Be polite yet firm, saying that such language is unacceptable to you.

Hi,

There is nothing wrong that should make you apologize, but Miss HR Prof, why are you only concerned about policies? Okay, okay... tell me one thing, you are HR, so can you answer these questions?

1) What will you do if the director tells you not to give a 5-page appointment letter, make it one page as papers are getting wasted?

2) We are not corporates, so don't make any policy? Whereas the company is worth 30 crores!

3) Where salaries are given on the 26th of the next month, and when the projected director says let them leave the job today? And whenever you try to say anything, they say it's not required.

You tell me, what is the requirement of HR in this kind of company where HR is in name only, and no authority is given to him.

Miss, it's not like the way you think. I don't make policies and implement on employees just like that, but before formulating, I have taken their suggestions into account. I then marked it to directors to make corrections if any, but nothing happened.

It's not the way you are taking it, but I know the real scheme...

Anupama,

In case you find it uncomfortable to tell straight to your boss's face, you can do one thing - just check his mood. If you find him in a normal mood, casually meet him for work purposes and subtly mention that you heard someone using inappropriate language that sounded cheap. Indirectly convey the message. But definitely convey what is on your mind because then people keep on taking things for granted. This should be enough for your boss.

Thanks,
AS

Hi Anupama,

It's a good idea to convey that, but when you call him and mention that you've heard certain words being used in the office, he asks for the names of those who are using them.

Let me tell you about an incident on 5th Feb (Monday) when some employees wanted to leave early due to the Kavery disputes Verdict at 3 PM. As I am new to the company, I inquired about the situation and what employees needed to do. I asked when employees had to leave, especially those coming from long distances (2-3 hours away).

In response, he asked me who was inquiring and who wanted to leave. As an HR representative, I cannot disclose individual names and details. Safety measures needed to be taken for the employees, but instead of focusing on their safety, he was more concerned about pinpointing individuals.

How do you deal with such a person? No matter how you try to explain, he seems indifferent.

Best regards,
Anupama

Hi Annu,

You need not use any person's name in specific. You can just say you heard from a distance and could not make out who the staff was, or during any of your conversation, or you can give personal examples during a casual conversation. Basically, try to convey your grievances indirectly.

Or else, you can do one thing. Also, whenever your boss is outside the cabin and is coming towards you, pretend that you are on a call, and the other person is abusing you on the phone. You can say something like, "Why the hell are you using such language...such abuse (something like that)?" I am sure he will get the message. At least he will know that you don't like these things.

Remember, it is very important to convey what you have in your mind indirectly or directly. I am not telling you to do it today. You can try to do these things depending on your office atmosphere.

I understand it is not easy, but I am sure these methods will definitely give you some success. Who knows, you might make him get rid of his bad habits.

Try it, but do not quit your trials. You will definitely get opportunities. Always remember, the more problems you have, the more challenging your job will be. Your experience in solving these problems will make you stronger and more rational.

I too have gone through a lot of problems with my boss, and the reason I never quit my job was my boss's attitude. It was a challenge for me, it was frustrating for me, but today as a person, I am tougher, and it helps me deal with any problem. Maybe one particular solution won't work, but at least others will work. Don't get frustrated.

Chill, don't worry. Everything will work in order sooner or later. All the best.

Thanks and regards,

AS

Dear Rashmi,

I suggest that you should seek approval from higher authorities when undertaking any work. However, I believe you are capable of doing it. You are an HR professional, and this is a test of your behavior.

All the best,
Nagendra - HR
Hyderabad

Before implementing anything, put your scheme on paper, get it signed by the director, display it on the notice board regarding the schemes, and invite objections if any. After a week or two, implement it. Let them realize that the scheme was approved by the director and they had ample time to voice their objections.

Most Gujarati companies are run without any corporate governance and transparency. Therefore, do not try to implement anything from day one.

Hello Rashmi,

People tend to react the same way during the introduction of HR function in an organization. Also, remember that the people around you who do not talk properly with you may be unwell. Just say, "GET WELL SOON," and ignore them. They may not be in a position to understand how a young lady like you can become a manager. For them, it took years to reach where they are. This situation often occurs with new employees, especially in HR. However, let me tell you that you have to overcome this situation as it is a test. I had a similar experience in the early days of my career where I simply ignored them, and my silence eventually led them to come to me with an apology at a later time.

All the best.

Go through the attachment.

Gaurang Joshi

Dear Member,

I am also working in a similar organization. To be frank, the submission I am facing treatment quite similar. These guys are quite far from the corporate framework of OB. Slowly, we will have to inject diplomacy into their minds. Whatever policies you are implementing, please take the approval of the directors to avoid frustration down the line. Furthermore, there is always a little scope for injection; however, we must win their hearts.

Best of luck,

Yandamuri

Hi Rashmi,

All of us face one or other eventualities like this in our day-to-day functioning. First of all, before introducing any new policy, we need to assess the climate of the organization to determine whether this policy is acceptable to the management and employees. Although the acceptance level may not always be 100%, we must ensure that all groundwork has been completed before issuing any new policy.

When we join a new company, we often feel the need to make urgent changes. However, this may not always yield good results. It is essential to first understand the staff mentality and assess the satisfaction level. Most organizations have their own set of policies and rules, so it is crucial to review them first. Check for any prior orders or instructions on the subject and evaluate the feasibility of incorporating them with minor modifications if necessary.

If you believe there is a need to introduce a new policy, submit a proposal to the management and engage in discussions with them. Before implementing the policy, reconsider whether everything is in order.

It is important to introduce policies, whether or not people like them, in a convincing manner to achieve long-term results.

Wishing you all the best.

Regards,

Rajan

Dear All,

I would like to express my gratitude to everyone who advised me when I really needed it. I am pleased to share with you that I have been confirmed in this organization, and people's behavior towards me has improved. In fact, they have also been coming up with different suggestions.

I want to thank everyone as this positive change happened because of all of you.

Regards,
Reshmi

Hi Rashmi,

You made a mistake that is common among many HR professionals when they first join a company. I have observed numerous HR managers who, on their first day, immediately change the HR formats, etc., which is not advisable. No matter how small a change is, everything needs to be done in a phased manner. To introduce or make a change, you need to understand the concept of Unfreezing, Moving, and Freezing.

Before implementing anything new, consult with your seniors and other department heads. In today's world, HR primarily serves as a facilitator, with most HR functions being driven by line managers. Therefore, it is essential to align with the seniors and understand their perspectives on any new initiatives you wish to introduce. Identify why they may be resistant and work on making them understand the necessity for the change. Once your line managers trust you, you can proceed with implementing changes, and people will be more receptive.

Regards,
Vinay
9866254387
Hyderabad
http://finance.groups.yahoo.com/grou...ResourceOnLine

Hi Rashmi,

First of all, let me congratulate you on your new role as an HR Manager. Not many people receive such prestigious designations.

As a senior, I would like to offer you some advice. Firstly, it is crucial to be patient, and secondly, effective communication is key. You will need to interact with individuals at various levels, and when implementing new systems or procedures, or initiating change, expect numerous questions. It is important to respond patiently. You must be adept at presenting new procedures or changes from the perspective of others. Clearly articulate the benefits for the organization, management, or individuals. Understand and address their concerns. Emphasize that feedback will be collected from many sources and changes will be made as necessary. Value every question and criticism, and reassure that matters are under review. Maintain a positive and approachable demeanor, always wearing a smile and avoiding any display of irritation.

Evaluate the concerns and feedback of those affected with honesty. If warranted, make appropriate revisions.

I wish you a successful and fulfilling career in HR.

Best regards,
R. Sundararajan

Dear Rashmi,

A change of job brings problems of adjustment in the new atmosphere. Sometimes, one feels people do not cooperate. It is particularly true in respect of the people who have put in quite a good number of years in the organization, and they feel their services have not been recognized, and a person from outside has been put above them. Similarly, other persons feel the same. In the circumstances, which initially are hostile, you have to maintain your cool, attend to your work with utmost efficiency, analyze the positions of various managers and staff, and give them some time. Be polite and firm. With the passage of time, you will also become part of the system, and not only the organization but also the people will adopt you.

Deepak Thukral
Chandigarh