Feeling Stuck in a Toxic Workplace: Should I Speak Up to the CEO or Move On?

I am working as a Sr. Executive – HR in a media company for the last 5 years. This year, I completed my MBA in HR, and I am the only person handling HR activities in the office. This is the time when I should be getting my promotion and increment.

Unfortunately, the company has been taken over for the second time by another organization. The new company is into agro-based products and is not very big. The CEO is not educated and lacks knowledge of corporate systems. They have sent a woman from their organization to head HR and Admin. This new person lacks knowledge of HR and Admin. The company's operations were stopped for the last year, and this new person is promoting two people and showing bias towards employees. No system is followed by her, and she is doing things that are absolutely unethical. Sorry to say, she has a very cheap character. She always uses the CEO's name to get work done, and I know she is lying.

I feel very bad and frustrated about where I am working. I am planning to change jobs desperately but haven't found a good opportunity yet. I am confused about whether I should tell all these things to my CEO or let it go. Anyhow, I am going to change at the right time.

If I decide to tell the CEO, should I directly address the culture they are following and the way they are treating employees, which is absolutely wrong? Just because of favoritism, nothing will work out. This is not the right path to sustain for a long time.

Please, seniors, give me your suggestions. It will help in my career and HR field as well.

With Regards,

Jayashree

Certainly, you can speak to your CEO, but you must not directly address the problems. Instead, you should highlight the gaps in the system with a proper report.

Creating a Proper Report

What I mean by a proper report is that you need to identify the key points and problems that can serve as the basis for your discussion with him. The purpose is to seek advice or initiate a discussion to improve the system and working atmosphere. This is a very simple and safe way to bring issues to the attention of a senior person, such as the CEO.

You have spent a significant amount of time here and are familiar with everything. You have even done a lot to improve the work system. Therefore, you can gain his confidence and convince him to discuss the points you intend to raise.

Approaching Senior Management

It is always difficult to discuss these kinds of issues with seniors at this level because they have power and authority. The dignity of their position sometimes prevents them from understanding feedback from others, such as managers or juniors. However, if presented correctly, these points can capture their attention and potentially elicit a positive response. For this, it is essential to complete your homework, which involves preparing a Proper Report.

Understanding the CEO's Perspective

One important thing I would like to highlight is that you mentioned the CEO is not educated and lacks knowledge of corporate systems. You should not use this term at any cost. Instead, do your homework with this in mind, but do not underestimate a person who holds such a high position in a company that has taken over two companies, as per your statement.

If you have concerns about not being considered for promotion or are worried about the work culture/system not being as good as it should be, you must address these issues. However, you cannot ignore the fact that she is senior and must have earned some good experience to hold her current position.

Regards

You are already in trouble with not getting a promotion and an increment, so it's better to speak out rather than brooding over the trifling matter. If you do not discuss the issues with the concerned person, it may cause apathy about the work environment.

All the best.

Further to what other members suggested, there are a few aspects of human interaction that may be worth remembering always.

There are two phrases in Sanskrit - 'Paatra daan' & 'Apaatra daan' - meaning 'eligible/deserving' & 'ineligible/undeserving' advice/suggestion/help/offer.

When you wish to 'advise/suggest/help', for a moment consider if the other person(s) deserve(s) it. If yes, then go ahead. If not, just leave them and decide your own PoA. Some people just don't deserve the advice given out of good intent - it's more likely to be misunderstood/misconstrued than given the right place for further discussion or action.

Given what you mentioned - about the lady being brought in as the HR person - obviously, it looks like HER word will have the final ear of the CEO, rather than YOURS. Also, I am not sure if the education of the CEO has anything to do with this situation - I know of CEOs who are low on education but VERY SHARP in human understandings. So both are not necessarily linked all through (it's as if nature tries to compensate the 'lack' of something with an 'abundance' of another trait).

Options in Front of You

Coming to the options in front of you, like Simhan mentioned, it does seem to be the time for you to 'move', while you still have time. And since you worked here for over 5 years, there obviously would be a semblance of attachment - leading to your desire to discuss with the CEO. Per se, this isn't a 'right' or 'wrong' desire/action - it's more of the 'timing' when you have to put across your views. My hunch would be that the best time would be - if you are asked - when you leave (obviously, after you get another job) - since at that time, no one would be able to affect your career by playing dirty - even if they wanted to. If you aren't asked, just 'let go'. Some people learn the hard way - any attempt to help them out to learn faster is bound to boomerang on the 'helper' - which isn't worth it (what I meant by 'apaatra daan').

Until then, I guess the only option you may have is to play along and keep looking for better openings.

All the Best.

Regards,
TS