Dear Seniors,
Please let me know how to stop internal politics in office. By the time we were aware of it, it would have taken a big shape and solving such issue is like handling sensitive matters.
A few days back we were forced to terminate 2employees (Keeping employee career in mind i requested my management and asked the employees to put their resignation. We releived them on the same day). We didn't find any other way expect, letting them go.
Both of them started acting like bosses, creating unnecessary rumours about their Department heads, HR and the Management. Demotivating their subordiantes, arguing with co-employers for silly issues, creating their own rules & regulations etc. Intially the management didn't take it too seriously as they were our old employees and they trusted on them rather than the HR. We kept the management timely update after such issue came in light but was of no use. At last we were the one who got blamed. The blame was that we didn't get to know at the early stage. hmmmm..
Kindly let me know how can we sense politics (Any sort) in the early stage itself. What steps can be taken to cut it down then and there? How to handle and convince management if they are not ready to listen what we say as they trust their old employees. Actually few old employees take the liberty of the importance that management give them and likely it becomes difficult to deal with such people.
Seniors need your advise to handle such crucial and delicate situations. Ours is a IT company with 150 employees. Please Help.
- Babu
Please let me know how to stop internal politics in office. By the time we were aware of it, it would have taken a big shape and solving such issue is like handling sensitive matters.
A few days back we were forced to terminate 2employees (Keeping employee career in mind i requested my management and asked the employees to put their resignation. We releived them on the same day). We didn't find any other way expect, letting them go.
Both of them started acting like bosses, creating unnecessary rumours about their Department heads, HR and the Management. Demotivating their subordiantes, arguing with co-employers for silly issues, creating their own rules & regulations etc. Intially the management didn't take it too seriously as they were our old employees and they trusted on them rather than the HR. We kept the management timely update after such issue came in light but was of no use. At last we were the one who got blamed. The blame was that we didn't get to know at the early stage. hmmmm..
Kindly let me know how can we sense politics (Any sort) in the early stage itself. What steps can be taken to cut it down then and there? How to handle and convince management if they are not ready to listen what we say as they trust their old employees. Actually few old employees take the liberty of the importance that management give them and likely it becomes difficult to deal with such people.
Seniors need your advise to handle such crucial and delicate situations. Ours is a IT company with 150 employees. Please Help.
- Babu