I am working in a company as an HR. I have been taking care of all HR-related activities and administration. Mainly, I have been concentrating on employee-related issues. Here, my management wants me to mingle with all the employees and find out their attitude towards the management. I have also been told that I have to act like a spy to the manager. Is it like I have to inform all the employees' personal thoughts to the management?
Once, an employee came to me discussing that he might resign from the job in the coming month. He is informing me personally, not formally. What do I do? Do I need to inform this to management? Do I need to support the employees or management?
Regards,
Suganthi
From India, Coimbatore
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Once, an employee came to me discussing that he might resign from the job in the coming month. He is informing me personally, not formally. What do I do? Do I need to inform this to management? Do I need to support the employees or management?
Regards,
Suganthi
From India, Coimbatore
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Hi,
Kindly note the following:
a) The above situation is not uncommon, especially if the organization is prone to many IR problems or if the attrition rates are high. In these cases, this kind of sensing is more required (even otherwise, it is required but the intensity may vary).
b) This sensing need not necessarily be a spying activity. Being in HR, it is imperative that the pulse of the organization is sensed from time to time, and any adverse indications that may affect the health of the organization need to be analyzed and alerted. It may be related to the mood/morale of the employees or any specific reaction to a newly implemented people policy or a pay hike.
c) This process of mingling with employees is also a strong stepping stone to build the trust of employees in HR.
HR professionals are also required to know what needs to be heard, how much to be filtered, and what needs to be communicated to senior management about such sensings. You may specifically share the information along with your readings/comments, if any, on the same.
Kind regards,
Dayanand L. Guddin
HR Advisor
BOBST INDIA
PUNE
From Singapore, Singapore
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31Kindly note the following:
a) The above situation is not uncommon, especially if the organization is prone to many IR problems or if the attrition rates are high. In these cases, this kind of sensing is more required (even otherwise, it is required but the intensity may vary).
b) This sensing need not necessarily be a spying activity. Being in HR, it is imperative that the pulse of the organization is sensed from time to time, and any adverse indications that may affect the health of the organization need to be analyzed and alerted. It may be related to the mood/morale of the employees or any specific reaction to a newly implemented people policy or a pay hike.
c) This process of mingling with employees is also a strong stepping stone to build the trust of employees in HR.
HR professionals are also required to know what needs to be heard, how much to be filtered, and what needs to be communicated to senior management about such sensings. You may specifically share the information along with your readings/comments, if any, on the same.
Kind regards,
Dayanand L. Guddin
HR Advisor
BOBST INDIA
PUNE
From Singapore, Singapore
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Hi Suganthi,
It's basically all about how you make a balance between management & employees. That's what HR is meant for. When we talk about an organization, we care about a professional attitude which you have to maintain to a greater extent. Try to retain that particular employee if you have advance knowledge about his resignation. Ask about his/her problems, what he/she is facing, and accordingly, you may make a decision.
Regards,
Angelin
From India, Ahmadabad
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It's basically all about how you make a balance between management & employees. That's what HR is meant for. When we talk about an organization, we care about a professional attitude which you have to maintain to a greater extent. Try to retain that particular employee if you have advance knowledge about his resignation. Ask about his/her problems, what he/she is facing, and accordingly, you may make a decision.
Regards,
Angelin
From India, Ahmadabad
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Dear Look, try once what management is thinking. Don't think that you belong to employees only. You are paid by the employer for your job. It may be possible that management is thinking to take some positive action. Just try once and don't ever think that management is going to believe whatever you say.
Regards,
Suman Singh
From India, Patiala
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Regards,
Suman Singh
From India, Patiala
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Hi Suganthi,
When it comes to the loyalty factor, it is important to prioritize loyalty to the company you work for in the professional sphere. However, this does not imply that you must blindly follow the management, especially if they are wrong or engaging in actions that conflict with your values or ethics. I agree with the other responses that when colleagues confide in you about considering leaving, it is crucial to delve into the reasons that have led them to this decision.
Please let me know if you need any further assistance or clarification.
From India, New Delhi
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When it comes to the loyalty factor, it is important to prioritize loyalty to the company you work for in the professional sphere. However, this does not imply that you must blindly follow the management, especially if they are wrong or engaging in actions that conflict with your values or ethics. I agree with the other responses that when colleagues confide in you about considering leaving, it is crucial to delve into the reasons that have led them to this decision.
Please let me know if you need any further assistance or clarification.
From India, New Delhi
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Hi Colleagues,
Mingling, I would like to use the word "interaction" here. To maintain a conducive environment and good culture, HR personnel should be more interactive and approachable to employees. "SPY" is not a professional word to be used in the business world.
We interact with employees to understand their pulse, address grievances, gather suggestions, or communicate company policies. If we hear anything from employees and report everything to management, it is not a good practice.
Why does management want HR personnel to be more interactive? To maintain harmonious relations among employees, between employees and management, and to receive improvement ideas. Therefore, be sincere, open, interactive, and diplomatic to excel in the HR field.
Regards,
Bhardwaj
From India, New Delhi
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Mingling, I would like to use the word "interaction" here. To maintain a conducive environment and good culture, HR personnel should be more interactive and approachable to employees. "SPY" is not a professional word to be used in the business world.
We interact with employees to understand their pulse, address grievances, gather suggestions, or communicate company policies. If we hear anything from employees and report everything to management, it is not a good practice.
Why does management want HR personnel to be more interactive? To maintain harmonious relations among employees, between employees and management, and to receive improvement ideas. Therefore, be sincere, open, interactive, and diplomatic to excel in the HR field.
Regards,
Bhardwaj
From India, New Delhi
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Adopt a professional approach. Give your management an alternative. For example, suggest conducting an employee engagement survey to understand what employees think of the management and the company, and then propose corrective measures. This approach will not only help you gain management appreciation but also establish credibility among the employees. Best of luck!
Jatinder Vijh
From India, Chandigarh
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Jatinder Vijh
From India, Chandigarh
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Dear Suganthi,
You do not necessarily quote the persona; it's just about the behavior of the employee and their attitude towards the management. It's a good job, believe me. Do everything in a right way, be positive. Check with your team if they have anything on their mind against the firm, the policies, the package, or salary issues to convey to the management. These are common issues everywhere, and guess what, you can actually get friendly with all your team members and listen to their thoughts. You can, for sure, bring the change that everyone wanted in the office. It's not spying or something; it's just that now you will act as a member among the team who is capable of taking the issues to the management. All the best.
From India, Jalgaon
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You do not necessarily quote the persona; it's just about the behavior of the employee and their attitude towards the management. It's a good job, believe me. Do everything in a right way, be positive. Check with your team if they have anything on their mind against the firm, the policies, the package, or salary issues to convey to the management. These are common issues everywhere, and guess what, you can actually get friendly with all your team members and listen to their thoughts. You can, for sure, bring the change that everyone wanted in the office. It's not spying or something; it's just that now you will act as a member among the team who is capable of taking the issues to the management. All the best.
From India, Jalgaon
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To be more precise, no one in any office has personal issues or differences... it's all about proper management, proper pay structure, a slab that is created for the whole team, not just for the managers or HODs. So go ahead and do your best.
From India, Jalgaon
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From India, Jalgaon
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Madam,
A Human Resources (HR) professional should act as a bridge between the employer and the employees. They must have patience and serve as a source of support for the miseries and problems faced by every employee. It is their responsibility to communicate the requirements necessary for employee productivity. They are also authorized to take necessary disciplinary actions against an employee who is not reliable for the company or is found to be at fault.
Thank you.
From India, Madras
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A Human Resources (HR) professional should act as a bridge between the employer and the employees. They must have patience and serve as a source of support for the miseries and problems faced by every employee. It is their responsibility to communicate the requirements necessary for employee productivity. They are also authorized to take necessary disciplinary actions against an employee who is not reliable for the company or is found to be at fault.
Thank you.
From India, Madras
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