How Can We Address a Stubborn Boss Who Ignores Staff Ideas and Blocks Innovation?

Dear all,

The staff working in a particular department in our company is having an issue with their boss. There are approximately 24 employees in their early 30s in that department. Their complaint is that their boss never listens or appreciates their staff's views. He wants things to work in the way he prefers. Whenever they present a new plan to him, he simply rejects it and is very stubborn with his decisions. It's not just one or two employees; everyone wants him to be replaced. They are keen on implementing new technology, but he is against it.

The boss is a senior person with around 30-40 years of experience. Even if they suggest counseling, he dismisses it by saying, "baby, keep quiet" or advises them to look for a new job.

What should be done in this situation?

Regards,
Kamal Amrohi

Dear Kamal,

Thanks for bringing up unique situations like the length of skirts issue, working couple problems, and now a supposedly 'tyrant' boss.

My dear, it would be advisable if you can shed some light by providing more details on the type of organization, size, hierarchical structures, and reporting relationships, etc.

For example, if it's a manufacturing organization, then having a boss with 30-40 years of experience is a boon (or rather a miracle)!

On the other hand, if it's a Software or IT company, then one wonders where you found a boss with 30-40 years of experience??

Hope you understand what I mean.

Kindly devote some time and effort to give more information before you expect CiteHR members to contribute, which might not be taken into consideration by you.

Moreover, on the "bosses," there is a lot of material on this site itself that you are advised to search. A few points that might interest you:

- You have asked, "What to do in this case?" Well, is there anything that needs to be done or can be done?? The Boss is simply carrying out the job entrusted to him by the management and cannot be faulted for not accommodating the views/whims of his subordinates.

- Somewhere I read: Rule No. 1 - The Boss is always Right. Rule No. 2 - In case the boss is wrong, refer to rule No. 1.

- The boss appears to believe in streamlining operations. He is direct in his communication - "keep quiet or else look for a new job." You should take his words seriously as he seems straightforward and doesn't beat around the bush.

- I am sure if he has been appointed as the Boss to 24 employees in their early 30s, the management must have considered many qualifying criteria.

- There is an old saying that "You can choose your subordinates, but not your Boss."

- Instead of fighting the boss, cooperate in achieving the objectives of the organization.

- I do not believe age plays a role here; he is the Boss, not the father of the employees. Perhaps what your colleagues are seeking is a Chief Fun Officer in their boss. However, it doesn't always work out that way!

I apologize if I have disappointed you by not providing any sensational, spicy stories of old bosses and young subordinates that you may have been looking for.

As rightly said by Raj Kumar, he is carrying more responsibility than others. How can he simply ignore the constructive criticisms or improvements? Somewhere a misunderstanding lies between employees and their boss. First, identify those and remove for a cordial relationship and collective delivery.

Dear Mr. Hansdah,

Well, it's into Design & Engineering. Strength of 2000 employees. 12 different departments working with different engineering groups. All the employees have 5-8 years of experience with a good academic record. As it's an MNC, we have operations all over the world, so we do have short skirts, couples working in the same firm. As well as an HOD like this, who is stubborn with his decisions.

Well, it's not a sensational story. I have been into Manufacturing, Infrastructure; there too I have seen these types of problems. It's really amazing for me that being so experienced, you people never came across such problems, and it looks filmy.

Thank you.

Regards,
Kamal Amrohi

Dear PON,

I do agree with your comment. A boss can never ignore constructive criticisms or improvements. However, it was not a case of a single employee; it pertains to all the employees in his department. All the employees working are from IIT, so we can't say they are fools or we can't ignore their comments.

Hope you understand the situation.

Thank you.

Regards, Kamal Amrohi

Dear Mr. Sastry,

Thanks for your suggestion. If people learn to present things in the form of a suggestion (without hurting his ego) with data about how it helps to solve his problems, chances of acceptance are more. We will include this part during counseling.

Regards,
Kamal Amrohi

Dear Kamal,

I appreciate the ideas given by the members for the query you posted. I feel the activity titled 'Towers of Strength' could be a better option to minimize the vacuum generated through improper coordination among the staff. I had done this exercise at one of our Project Managers' Meetings in Sweden and thought that this could help you in channelizing proper coordination. Please revert to me for further inputs.

My email id is - simmycitehr@gmail.com

Thank you.

Dear Kamal,

Please remember one thing, a boss is always a boss. At any point, saying a straight "no" to the boss will not be in favor of juniors. Please handle the boss in a diplomatic way. For example, if your boss wants something to be done which you feel may not be the proper way, tell your boss in a very polite manner that whatever you are saying is good and benefits the organization, but also request him to consider your point of view. I think no boss will say no. This approach may help your employees build rapport with the boss.

Ajeet Kumar

Dear Kamal,

Though some of our experts have explained this well, I would like to add the common phenomena: "Let's not try to change others; instead, try to change the scenario." I have personally experienced this, and indeed it works.

Good Day,

Poonam

Dear Poonam,

Thanks for your reply. "Let's not try to change others; instead, try to change the scenario." So, can you suggest something about how to change the scenario?

Regards, Kamal Amrohi

Dear Kamal,

There are two options. As a boss, he expects everyone to fall in line:

1. Become a team player under his captaincy and play the game.
2. Or look for a new team which might suit the individual.

Staying in the team and going against the head is utter nonsense.

Hi Kamal,

Before you understand the person's issue, look at the organization's working culture and environment. You need to also consider the person's interaction with his superiors and other department heads. Understand from the team what reasons he usually rejects ideas for. Maybe the answers to these questions will get you closer to the issue and a solution too. You can then decide on your plan of action based on the above.

Yes, it can be. It all depends on the case at hand. In some cases, age gap and the personality of the boss can play a role in how different age groups are dealt with. Conversely, the attitude of subordinates can also vary when interacting with a boss from a different age group.

Regards,
Gaurav

Dear Ravi,

Let us stick to the point being discussed in this thread!!

If you are really anxious to know what the outcome was about another thread (the short skirts gal), then I must refer you to Mr. Kamal's generalization about HR persons, which he has given in another thread (wife husband working together): "To be frank, HR can just do the counseling or can advise the employees/Management."

One can understand from Mr. Kamal's opinion about HR persons that nothing was done in that case, just as no disciplinary action was taken against employees indulging in sexual harassment leading to Hostile Work Environment.

I wonder why Mr. Kamal keeps on posting threads seeking solutions when he feels that HR cannot do anything proactive.

Dear Mr. Hansdah,

Thank you for your suggestion. We will take disciplinary action against employees indulging in sexual harassment that leads to a Hostile Work Environment.

Regards,
Kamal Amrohi

Thank you, Kamal. I am very much relieved to hear it. As you must have realized, it was the "critical incident" and the root cause of the problem. By taking appropriate action now, you can prevent many such issues in the future that are detrimental to productivity and employee motivation.

You should also have confidence in HR functions as a strategic partner, a productivity booster, an enhancer of work-life balance, etc. The fact that CiteHR, with a collective experience of thousands of years in HR, is an easily accessible and potent tool to drive developments in HRM.

Regards.

I can also see Kamal's post being deleted. So good old man, this is what is called age difference. People who can't take criticism try to force their views on others. Now, are you going to delete this as well?

Dear Tariq,

I think we have a live example of my thread. Now there will be one more colleague who will be supporting him, writing in bold red colors.

Regards, Kamal Amrohi