Is My CEO's Behavior Typical or Troubling? HR Professionals, I Need Your Insights!

Dear HR Talents,

I am an HR professional working in a Middle-Level Position at a Small-Level concern. I would like to judge my CEO based on his behavior. It seems very strange to me, and I hope it appears the same way to all my employees.

I am very sure that this case is going to be very curious and interesting for all of you to comment on. (Warning: Don't get tense when you read the traits of my CEO)

Kindly go through the various Traits and Characters of the CEO below and share your comments. Enlighten me on whether all CEOs are like this, if CEOs most needed hidden character is like this, if CEOs have to be like this to manage the organization, or if only my CEO is like this in this world. Kindly judge.

1. Never admits his fault

Flashback: One day, he asked my technical manager to order 5 more systems to increase production. My technical manager followed his order and delivered 5 new systems to the floor. Unfortunately, he changed the plan without informing my technical manager. When he found out that she had delivered the 5 new systems, he started scolding her. She replied, "Sir, you asked me to put up 5 new systems on the floor." Now, he got weird and told her, "Don't tell me that I told you. Always don't point fingers at me, don't blame me."

[This scenario has happened many times in my office with all the managers and subordinates]

2. Never communicated properly

Flashback: He asked me to take charge of production, but he never properly informed any of the team leads or discussed it with any team members. He never professionally informed anyone that from that day onwards, I am in charge of production.

[Due to this, trainees and technicians started quarreling with each other, confused about whom they should report to. This even happened when I joined the organization as HR, as he never introduced me to anyone professionally]

3. Never gave proper roles to any of his employees

Flashback: He never assigned proper roles to anyone. He would ask programmers and HTML people to do data entry jobs. He asked my technical manager to go out and take printouts and handle other stationary works. He asked me to pick up clients from the airport. I would stand at the airport until midnight, pick up the clients, drop them at the hotel, and return home at 2 AM or 3 AM.

4. Highly partial mentality

Flashback: My technical manager is not a very strong technical person, but she has been there for 14 years. So, he has a soft spot for her. My technical manager comes to the office every day at 12 PM and leaves by 7 PM. When technicians and other management staff started questioning this, he said, "It's none of your business. I may like someone and I may not like someone. I don't mind that she comes late because I know she has personal responsibilities. Don't compare yourself with her."

5. Treats all employees disrespectfully

He has always been disrespectful to all employees, regardless of age or designation. He calls team leads "Dai, Vaada, Pooda & Nee" (Tamil), and he does the same with me. He never hesitates to insult his employees in front of others. I have been insulted many times in front of others, regardless of my designation or loyalty.

6. Worst in treating new employees

Flashback: As HR, we know how challenging the recruitment process can be. We put in all our efforts to find a suitable person, but how would you feel if someone undermined it? I recruited an HTML programmer and was conducting an induction class for him. Suddenly, my CEO came in, asked the programmer a few questions, and immediately said, "We don't think you are capable. Let's see for one month, and if not, then we fire you." I found this very rude, seeing the candidate's drastic sadness and discomfort.

There are many more examples I could provide, but I believe these 6 points are sufficient for all the HR talents and professionals here on our beloved CITEHR.COM.

He has also shut down 2 companies due to his inability to properly decentralize power. If you would like to hear the story, kindly let me know, and I can post it as my next submission.

Thank you very much to everyone who views and replies to these posts.

Have a great day.

Kindly judge and let me know.

Hey, do you want to know the bitter facts about your CEO... Okay! "Whatever you had narrated about your CEO is WHAT YOU HAD JUDGED ABOUT YOUR CEO." Hope you are happy now...

But always remember "BOSS IS BOSS" and "BOSS IS ALWAYS RIGHT."

I request you not to write about your CEO in international forums, even though you are frustrated about his mentality. It's the most common thing happening in most organizations...

PROBLEMS ARE EVERYWHERE...

Look at the problems with a different view, as CHALLENGES, OPPORTUNITIES, OBSTACLES, HURDLES, SOLUTION but "NOT AS A PROBLEM."

Look at your abilities, capabilities, skills, talents, etc., and consider transitioning to another organization.

You have to learn "how to overcome hardship" else you can't progress in your career.

Don't get frustrated, ALWAYS THINK POSITIVELY... LOOK FOR GOOD IN EVERYTHING.

Try your best to make your boss understand you, keep trying until you get a better job.

With profound regards

There are a countless number of problems in companies, especially those that are managed by one individual. The present situation is akin to a new set of rules for us, and we in HR suffer greatly due to their implementation. Even if there are printed documents, the boss will not adhere to them, leading us to answer for the noncompliance of rules.

I believe you should help him understand before you consider leaving that good employees are not so easy to come by.

Regards,
Saleem

Dear Saleem,

You are right. But how can we exaggerate ourselves? Let him understand once we are gone. Because if we exaggerate, the CEOs might think that HRs are superior complex people. I don't want to bring such a name. But it will pain him a lot when good employees leave. I know that for sure.

Thanks for your understanding.

Hi,

What you had written is the bitter fact and it is also related to ATTRITION, as one of the factors for employees leaving ORGANIZATIONS. A GOOD, TALENTED, SKILLED, HARDWORKING, DEDICATED employee always expects his employer to understand him/her and support his/her HONESTY, SINCERITY, and LOYALTY as he/she cares about the employer and organizational growth factors. Such employees do their BEST for their organizations/employers. But, you will find such employees in LESSER NUMBERS. Also, there are employees (in large numbers) who don't care about their organization and employer as they only want to earn to fulfill their commitments. Such kind of employees are found everywhere.

- Does an employee have the right to correct/highlight boss's mistakes?
- Does an employee have the right to educate the boss about reducing unwanted expenditure?
- Does an employee have the right to educate the boss about the implementation of SYSTEMATIC PROCESSES that could benefit the organization in many ways?

With profound regards

Dear Shaik Sir,

Good day. I hope you are doing well.

Regarding your three questions in your previous comment, if I answer in one sentence, "Yes, an employee can," kindly let me know the potential good and bad consequences, as well as what we miss and what we gain by taking this action.

I am eagerly awaiting your answers. Thank you very much, sir.

Learning from Different Types of Bosses

Being a boss like this, you only know how many things you have learned.

Universal Truth: Lessons from Different Managers

You can learn things from a good manager or a good boss. But you can learn many things from bosses like your CEO.

Regards

Hi,

In this world, for doing good things, there are only bad consequences. What is the value of honesty, sincerity, loyalty, dedication, and hard work?

We only earn blessings for doing such good things in our life followed by losing our job.

If I am not wrong, those who are passionate, possess risk-taking tendencies, dare to dream big, and dare to think out of the box only dare to correct their boss's mistakes. They are even ready to face any problems because they feel that they are doing right. In fact, in my opinion, they are doing right because one is attempting to save the organization from deviating from its path or trying to stop an organization from incurring any loss due to unwanted expenditure, and lots more. For such passionate individuals and professionals, it might even cost them their job, that too for doing good things.

How many employers are interested in listening to their employees' suggestions (in favor of the organization/employer)? We are not fools to harm our employer/organization, but you will find many employees (who are in good books of CEOs/DIRECTORS just because they had supported such BAD CEOs; by doing so, they became most trustworthy, which made them mint money like anything) who had made organizations incur huge losses due to their SELFISH NATURE.

If we do something good in favor of our employer/organization, employers feel that we are OVER-AGGRESSIVE, trying to act SMART, and more. I would love to say that such employers are NOT MATURED ENOUGH TO BE AN EMPLOYER.

NO ORGANIZATION IN THIS WORLD HAD GROWN ITSELF... IT'S A TEAMWORK.

Correct me if I am wrong.

With profound regards,

Dear Mr. Siraj,

Please be informed that politics has never benefited anyone in this world. History is the best example. Those who were/are honest always maintained distance from politics and were known as good politicians because they were honest and did not support bad moves.

As such, there is no good or bad politics; politics is politics, and I really hate politics as there is no honesty in politics, neither in politicians.

As you rightly said, one can learn many things from bad CEOs, but what are the benefits to individuals (honest employees) or in what way do they benefit?

"A true boss who does not have ego will listen to his employees, but to the contrary, an egoistic boss will always point out his honest, sincere, loyal employees' mistakes all the time."

Let's learn only good things and do good things. It's always beneficial to everyone on this earth.

With profound regards

Dear Sir,

Thank you for everyone's interest in reading my post and discussing it. I am truly enlightened by all your naturally brilliant views from every angle for a common cause.

To the point, let's consider our beloved citehr.com. When there is an issue, difficulty, or challenge, HR professionals like us share our thoughts on the forum and receive comments from HRs worldwide to analyze the problem of the individual HR who posted. This highlights the significance attributed to it.

When I face a problem alone and attempt to solve it by myself, the success rate is only 10%. However, with the help of thousands of people from the same field, the success rate exceeds 95% if I adopt the best method based on everyone's input. In that case, the success belongs to me.

So, what is wrong with seeking suggestions from one's own employees to address organizational problems? Why do some CEOs refrain from doing so? What are the underlying thoughts influencing their decisions? One day, my CEO instructed me not to offer suggestions or comments, even when a problem arises. He follows the same approach with everyone.

If I recognize his actions as detrimental, how can I learn from him? I can only learn from his mistakes and understand "How not to manage and administer," correct?

Please provide me with your insights.

Thanks and Regards

Hi,

Let me enlighten you... Insha Allah, I will make you feel comfortable with whatever knowledge I possess. Let me put it this way:

"Failures are stepping stones for success." We learn from our mistakes but we don't repeat them again and again.

"We are what we repeatedly do. Excellence, then, is not an act, but a habit." - Aristotle.

If you study human psychology, attitude narrates human behavior. Ego is a part of human behavior. Ego becomes our habit (negative) if we practice it in our life. Self-esteem, whether low or high. One who tries to maintain high self-esteem possesses 101% ego, but one who maintains low self-esteem never allows ego to be a part of their life or behavior. I always promote low self-esteem because it is the best example for one to be a kind-hearted, down-to-earth personality (kind, polite).

Ego is the reason for those not considering others' requests, suggestions, views, opinions, etc. Often ego is also associated with status or class - living style/standards. Even you can find those from lower or middle class considering themselves equivalent to upper middle class or rich class. It's the ego - high self-esteem makes them feel the same. Very few rich people are found to be living a simple life. Such people don't possess ego.

A boss who has ego and feels superior (it's also a kind of ego) will never consider others' suggestions. Such people will never listen to their team members, even knowing that his team has the perfect/right solution. Ego now became a hurdle/obstacle between a boss and a good team. This creates distances, spoils relationships, loss of trust, and a lot more.

The world has promoted this proverb, "Boss is a boss," and "Boss is always right." If I find the person who wrote this proverb, I am sure the way I am going to punish him, only my Almighty knows. We are fools and following the same proverbs without knowing the facts. Not everyone can be right all the time. Decisions taken should be collaborative. When such a process is promoted, the organization becomes "employee-driven but not management-driven."

A boss should never think negatively and underestimate his team members. A negative boss always overestimates himself because he is a boss. The word boss makes everyone feel different.

A good boss is a good team leader because he knows "how to manage his team." Managing a team needs motivation, mentoring, guidance, coaching, etc.

A bad boss only knows "how to control his team." Only animals need to be controlled, but not human beings.

Very few bosses in this world pay attention to their team members' suggestions, advises, etc. Such a boss is of the type - open-minded nature, optimistic, transparent in dealings, and a lot more. Those are very lucky to work with such a boss as they (employees) "don't work under their boss but they work together with their boss."

So, what else do I need to explain to you further? Let me know if I missed anything. It's purely my knowledge and pragmatic approach (experience).

Have a nice day... Enjoy yourself.

With profound regards.

Changing jobs is a good option, but before you resign, please ensure that you have another option in hand. Based on my experience in Hyderabad, there are not many vacancies for HR professionals. Companies tend to hire other graduates with lower salaries and assign them HR-related tasks.

Cheers,
Saleem