Tackling Workplace Groupism: How Can HR Bridge the Gap Between Management and Staff?

Addressing Groupism in the Workplace

Recently, I joined an automobile company (service sector) where I'm responsible for all HR operations. I have observed that the culture here is not healthy. There is groupism among employees, with different groups consisting of people from various levels such as top management and bottom-level employees. The employees at the top management level exhibit a negative ego regarding their positions and do not involve others in their activities. While everyone is performing their jobs adequately, the unhealthy relationships and lack of proper support from the management are leading to dissatisfaction among the bottom-level workers, thereby strengthening groupism.

In this situation, I am seeking advice on what corrective actions I should take to mitigate groupism and foster good relationships between all employees and management. I aim to cultivate a sense of humanity among everyone.

Best Regards,
PM Rathod

Dear PM Rathod, you have written that you have joined "recently." But when exactly did you join, and what is your position? What is your designation? Whom do you report to? If you report directly to the MD, then I recommend you give this feedback in private. However, you need to be absolutely cautious, and he should not misinterpret it.

I am a little skeptical about positive change even after your feedback. This is because whatever is happening is with his countenance. Therefore, he might pay lip service to whatever you say.

The problems that you have mentioned are common among SMEs. This happens because personal relationships are given primacy over professional relationships. Most of the owners draw satisfaction as they see a Year-over-Year increase of 20-30%. Therefore, they bother least for building the organization's culture.

Thanks,
Dinesh Divekar

If you report to the Head of HR and he has little interest in the affairs of the organization, then groupism is bound to happen. This is a common problem among most HR professionals in general and specifically Head HRs. While they often talk a lot about leadership, organizational culture, and so on, within their own domain, they fail to implement these ideas. They tend to remain aloof or disconnected from the grassroots staff.

Addressing the Head of HR

I recommend that you first discuss your observations with the Head of HR. When addressing him, ensure you present the facts without adding your own logic. Request his guidance and explain that the situation requires his intervention.

If the Head of HR remains indifferent even after your written report, there may be little that can be done. Accept it as a fait accompli and remain composed until you decide to leave the organization.

Thank you,

Dinesh Divekar

Strategies for Addressing Groupism in the Workplace

Your situation is very interesting and challenging. Mr. Dinesh has given the right advice. You can plan various cohesive training programs and seek guidance from Mr. Dinesh. This is the beginning of your HR career. Take this as a challenge and try to put more effort into turning around this situation in a cordial and conducive manner, but with the guidance and advice of your seniors.

Alternatively, plan social gatherings and involve both groups during festivals, such as Dussehra puja. This situation will provide you with valuable experience.

Get going. Have a nice day.

Regards,
R.R. Inamdar
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