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 the most needed hidden character of CEOs 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.
From India, Madras
Acknowledge(0)
Amend(0)
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 the most needed hidden character of CEOs 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.
From India, Madras
Acknowledge(0)Amend(0)
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
From India, Chennai
Acknowledge(0)Amend(0)
294I 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
From India, Chennai
Acknowledge(0)Amend(0)
Challenges in Companies Managed by Individuals
There are countless problems in companies, especially those managed by a single individual. The current situation feels like 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
From India, Hyderabad
Acknowledge(0)Amend(0)
There are countless problems in companies, especially those managed by a single individual. The current situation feels like 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
From India, Hyderabad
Acknowledge(0)Amend(0)
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 have a superiority complex. 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.
From India, Madras
Acknowledge(0)Amend(0)
Thanks for your understanding.
From India, Madras
Acknowledge(0)Amend(0)
Hi, What you have 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 their employer to understand them and support their HONESTY, SINCERITY, and LOYALTY as they care about the employer and organizational growth factors. Such employees do their BEST for their organizations/employers. However, 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 kinds of employees are found everywhere.
- Does an employee have the right to correct/highlight the 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
From India, Chennai
Acknowledge(0)Amend(0)
- Does an employee have the right to correct/highlight the 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
From India, Chennai
Acknowledge(0)Amend(0)
I think you should see some plus points of your CEO because there are always positives as well as negatives. In this world, negative traits often supersede positive traits. Whatever good things we do or did are neither remembered nor appreciated on a larger scale. However, no one even attempts to forget or forgive negative things that have happened, unfortunately or fortunately. People are fond of highlighting others' mistakes, and often, such mistakes are used as references. Hence, small or silly mistakes can ruin an individual's life or career.
It takes decades to establish our identity, but it takes a millisecond to lose the same.
With profound regards...
From India, Chennai
Acknowledge(0)Amend(0)
It takes decades to establish our identity, but it takes a millisecond to lose the same.
With profound regards...
From India, Chennai
Acknowledge(0)Amend(0)
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
From India, Bangalore
Acknowledge(0)Amend(0)
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
From India, Bangalore
Acknowledge(0)Amend(0)
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
From India, Chennai
Acknowledge(0)Amend(0)
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
From India, Chennai
Acknowledge(0)Amend(0)
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.
Seeking Employee Suggestions
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
From India, Madras
Acknowledge(0)Amend(0)
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.
Seeking Employee Suggestions
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
From India, Madras
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
DEVELOPING CEO PERFORMANCE.pdf
A Speech from Byam Dyson(CEO of Coca Cola).pps
PERFORMANCE EVALUATION FORM.doc