Handling Senior Employees Who Dislike Subordinates
How can employees manage situations where senior staff members dislike them due to personal reasons, affecting their career growth despite good performance? What strategies can employees use to maintain positive relationships in such scenarios?
From India, Gurgaon
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11How can employees manage situations where senior staff members dislike them due to personal reasons, affecting their career growth despite good performance? What strategies can employees use to maintain positive relationships in such scenarios?
From India, Gurgaon
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This is a very challenging situation. There is no straightforward answer to this. One has to understand the starting point for the given behavior of the bosses. It cannot be without any reason unless the boss is paranoid.
If the boss has no performance-related reason to get mad and it is solely personal, then it has to be brought to the notice of the top authority who can only counsel him to mend his ways.
The other effective way perhaps could be to use the employees' union (if you have one) to exert some pressure on him. But it should be ascertained that the employee is not at fault as one cannot clap with one hand.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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If the boss has no performance-related reason to get mad and it is solely personal, then it has to be brought to the notice of the top authority who can only counsel him to mend his ways.
The other effective way perhaps could be to use the employees' union (if you have one) to exert some pressure on him. But it should be ascertained that the employee is not at fault as one cannot clap with one hand.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Dear Meenu Sachdeva,
As such, bosses are known to be whimsical, and juniors are expected to adjust to their idiosyncrasies. Nevertheless, if a boss has a special bias towards one of the subordinates and is likely to put the junior's career in jeopardy, then the junior must quit the employment. Regarding the length of stay of an employee in a company, there are unwritten rules. If the junior has completed a certain number of years that will not raise doubt in the mind of a future employer, then there is nothing wrong with quitting the employment.
For an average individual, career growth is most important. If the boss is inimical or does not value the worth of the subordinate, then the subordinate should not waste time trying to win the boss's approval. It is important to remember that career growth is crucial. Staying at a particular company or working under a particular boss are just the intervening stages. Any excessive stay in such a company is akin to "flogging a dead horse."
While recommending quitting employment, I do not advise any slackness from the subordinate. He/she must introspect and identify the shortcomings that the boss dislikes. Secondly, the junior employee must devote their body and soul to their work. Thirdly, the subordinate must identify means to improve personal productivity. Finally, the subordinate must demonstrate fierce loyalty to the organization until the last working day.
All the best!
Dinesh Divekar
From India, Bangalore
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As such, bosses are known to be whimsical, and juniors are expected to adjust to their idiosyncrasies. Nevertheless, if a boss has a special bias towards one of the subordinates and is likely to put the junior's career in jeopardy, then the junior must quit the employment. Regarding the length of stay of an employee in a company, there are unwritten rules. If the junior has completed a certain number of years that will not raise doubt in the mind of a future employer, then there is nothing wrong with quitting the employment.
For an average individual, career growth is most important. If the boss is inimical or does not value the worth of the subordinate, then the subordinate should not waste time trying to win the boss's approval. It is important to remember that career growth is crucial. Staying at a particular company or working under a particular boss are just the intervening stages. Any excessive stay in such a company is akin to "flogging a dead horse."
While recommending quitting employment, I do not advise any slackness from the subordinate. He/she must introspect and identify the shortcomings that the boss dislikes. Secondly, the junior employee must devote their body and soul to their work. Thirdly, the subordinate must identify means to improve personal productivity. Finally, the subordinate must demonstrate fierce loyalty to the organization until the last working day.
All the best!
Dinesh Divekar
From India, Bangalore
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Dear Meenu,
The detailed practical insights and suggestions have already been provided to you by the two learned friends. However, as this pertains to organizational behavior (OB), I would like to mention academically that you may resort to group sensitivity meetings, provide personal and professional feedback to the senior executives, and make confidential reports to higher management if the situation differs from what the executives in question are aware of.
You can organize active listening sessions, provide feedback, and conduct team-building half-day sessions to enhance sensitivity and prevent direct confrontations with problematic situations or individuals. This approach will also be beneficial for future scenarios. It is advisable to avoid involving unions in this matter. Alternatively, these employees can be encouraged to file grievances, and if the issue remains unresolved, they can escalate the matter to the appropriate authorities.
Best regards, [Your Name]
From India, Lucknow
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The detailed practical insights and suggestions have already been provided to you by the two learned friends. However, as this pertains to organizational behavior (OB), I would like to mention academically that you may resort to group sensitivity meetings, provide personal and professional feedback to the senior executives, and make confidential reports to higher management if the situation differs from what the executives in question are aware of.
You can organize active listening sessions, provide feedback, and conduct team-building half-day sessions to enhance sensitivity and prevent direct confrontations with problematic situations or individuals. This approach will also be beneficial for future scenarios. It is advisable to avoid involving unions in this matter. Alternatively, these employees can be encouraged to file grievances, and if the issue remains unresolved, they can escalate the matter to the appropriate authorities.
Best regards, [Your Name]
From India, Lucknow
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Dear Mr. Kuldeep Kumar Chauhan,
Ms. Meenu Sachdeva had written, "How to handle those topmost seniors who dislike any employee in the company due to personal factors and play with their career growth?" You have suggested conducting "group sensitivity meetings" and providing "personal professional feedback."
Well, gentleman, how many times have you seen the topmost seniors taking feedback? When she said "topmost seniors," she probably meant to refer to the "MD and Directors" of her company. Can you please provide an example of a manager giving feedback to the MD or the Director? In many companies, juniors are called to the office of the MD or the Director only to receive instructions. They are not even given a chance to speak, and yet you recommend giving feedback to them on their shortcomings! Please note that we are in India, and we still have a hangover of the "Sultan-Khadim" culture. Your solution seems far removed from reality.
For Meenu Sachdeva:
I have previously mentioned that employees must devote themselves to their work. Your concern was about the rough treatment by the topmost seniors of the company. Why do these individuals become irritated with their juniors? There could be several reasons:
a) Inferior quality of work output.
b) Submission of work to seniors without accuracy checks.
c) Lack of a learning attitude among subordinates.
d) Failure of subordinates to introspect on their mistakes.
e) Disinclination of subordinates to learn from past errors.
f) Lower IQ levels of subordinates, requiring detailed instructions.
g) Subordinates engaging in mental distractions rather than focusing on work.
h) Bringing up irrelevant topics during discussions.
i) Lack of organization and improper record-keeping.
You mentioned that the subordinate's performance is "very good." Who confirms this? Is it the manager or self-certification by the subordinate?
While I have suggested quitting employment, I propose it as a last resort. The use of the "brahmastra" should be a final option after all else has failed.
Thanks,
Dinesh Divekar
From India, Bangalore
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Ms. Meenu Sachdeva had written, "How to handle those topmost seniors who dislike any employee in the company due to personal factors and play with their career growth?" You have suggested conducting "group sensitivity meetings" and providing "personal professional feedback."
Well, gentleman, how many times have you seen the topmost seniors taking feedback? When she said "topmost seniors," she probably meant to refer to the "MD and Directors" of her company. Can you please provide an example of a manager giving feedback to the MD or the Director? In many companies, juniors are called to the office of the MD or the Director only to receive instructions. They are not even given a chance to speak, and yet you recommend giving feedback to them on their shortcomings! Please note that we are in India, and we still have a hangover of the "Sultan-Khadim" culture. Your solution seems far removed from reality.
For Meenu Sachdeva:
I have previously mentioned that employees must devote themselves to their work. Your concern was about the rough treatment by the topmost seniors of the company. Why do these individuals become irritated with their juniors? There could be several reasons:
a) Inferior quality of work output.
b) Submission of work to seniors without accuracy checks.
c) Lack of a learning attitude among subordinates.
d) Failure of subordinates to introspect on their mistakes.
e) Disinclination of subordinates to learn from past errors.
f) Lower IQ levels of subordinates, requiring detailed instructions.
g) Subordinates engaging in mental distractions rather than focusing on work.
h) Bringing up irrelevant topics during discussions.
i) Lack of organization and improper record-keeping.
You mentioned that the subordinate's performance is "very good." Who confirms this? Is it the manager or self-certification by the subordinate?
While I have suggested quitting employment, I propose it as a last resort. The use of the "brahmastra" should be a final option after all else has failed.
Thanks,
Dinesh Divekar
From India, Bangalore
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I do not know if this will help, but for me personally, if a boss does not like you, no matter what you do, the relationship will never improve, especially with those political appointees. I know of someone who corrects a memo or report with a red pen, and furthermore, that person will correct their own corrections at a later date by saying that what is written does not click and that the older version was more appropriate.
Not trusting your staff members plays a big role. Understanding human behavior is important; one could dislike another person for many different reasons. Just quitting the job does not make sense because you cannot run away just because someone does not like you. Moreover, being brave and insistent on staying is not bravery either but stupidity, I feel. So, look around and analyze the situation. Is the dislike for everyone or is it targeted? If it is targeted, then try to think if maybe you did something. If everyone is going through the same pattern, then make do with the situation and work until a better offer comes by.
Thanks,
Vina Luchmun
From Mauritius, Port Louis
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Not trusting your staff members plays a big role. Understanding human behavior is important; one could dislike another person for many different reasons. Just quitting the job does not make sense because you cannot run away just because someone does not like you. Moreover, being brave and insistent on staying is not bravery either but stupidity, I feel. So, look around and analyze the situation. Is the dislike for everyone or is it targeted? If it is targeted, then try to think if maybe you did something. If everyone is going through the same pattern, then make do with the situation and work until a better offer comes by.
Thanks,
Vina Luchmun
From Mauritius, Port Louis
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First of all, know that these senior-most people cannot do anything wrong to you. Ask them to give it to you in an email if you think they're doing injustice or wrong to you. I know it happens a lot, but they cannot do it in writing. They can verbally abuse you, threaten you, be partial to you, but if you start questioning all these things in an email, they would never dare to do that. You've worked hard; you have all the rights to fight for your credibility. Because that's your hard work, your time, and your efforts.
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"Employees don't leave the organization, they leave bad bosses."
The message is clear. If an employee is considered a leaf of a tree (organization), and the boss is the trunk or root, ultimately the leaf has to fall. They won't be cutting the tree for a leaf. So, it's better to fall off and grow on another tree.
From India, Vadodara
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The message is clear. If an employee is considered a leaf of a tree (organization), and the boss is the trunk or root, ultimately the leaf has to fall. They won't be cutting the tree for a leaf. So, it's better to fall off and grow on another tree.
From India, Vadodara
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In such a challenging situation, choosing to leave the organization without even putting up a brave fight against any unjust behavior of the boss is an easy option. I don't mean to fight just for the sake of it. But one can initiate legitimate actions to curb such high-handed behavior by at least bringing it to the notice of the powers that be at the helm of affairs. If, by any chance, the top man also does not act on it, then in the interest of one's career, the option of changing can be considered.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Well said, however, in today's time, the best approach is to first secure a career in the best organizational environment instead of wasting time with people who do not value one's performance or morale. Bosses are meant to be leaders and not micromanagers. Employees can leave at their will, but organizations should create an environment where they choose to stay, contribute more, and grow alongside the organization's growth. So-called bosses must look forward to this.
From India, Vadodara
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From India, Vadodara
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Dear colleague, in the corporate world, encountering temper tantrums and an arrogant boss is not uncommon. I am afraid it is difficult to accept such an easy, escapist, and selfish approach as suggested against an arrogant boss. It would amount to allowing wrongful behavior to perpetuate unchecked, inflicting mental injury, lowering the morale of employees, and continuing to victimize others if one quits.
By no means am I suggesting taking on the role of reforming the boss or being a protagonist. But why not at least make one proper attempt to appeal to the conscience keeper before leaving? I have no qualms against quitting the job, but certainly not before giving it one fair try.
Regards,
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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By no means am I suggesting taking on the role of reforming the boss or being a protagonist. But why not at least make one proper attempt to appeal to the conscience keeper before leaving? I have no qualms against quitting the job, but certainly not before giving it one fair try.
Regards,
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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Don't worry, we have all been there. Let us tell you there is no clear answer or solution to this problem. However, as an employee, you should try to find the reason behind their rude attitude. We all know that bosses or managers are responsible for a number of duties. Although we have technologies and software to ease things up, humans are humans. So, take a step ahead and try finding the exact reason for their arrogance. Not to forget, if you fail to understand the reason, then communicate with them. As the old saying goes, "Good communication is the bridge between confusion and clarity." Hope it helps.
From India, Noida
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From India, Noida
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“No man should be in a management position who does not have the guts to defend his people” — Peter Drucker
“Don’t pick a job. Pick a boss. Your first boss is the biggest factor in your career success. A boss who doesn’t trust you won’t give you opportunities to grow” — William Raduchel
In weak companies, politics win (only for a temporary period). In strong companies, the best ideas do, supporting long-term successful growth for both employer and employee.
If your company is a progressive employer, through your Human Resources person (provided your policy permits), you may opt for a job rotation/role change. This could be your successful step forward instead of staying with a boss who doesn’t have the guts to defend his people.
From India, Madras
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“Don’t pick a job. Pick a boss. Your first boss is the biggest factor in your career success. A boss who doesn’t trust you won’t give you opportunities to grow” — William Raduchel
In weak companies, politics win (only for a temporary period). In strong companies, the best ideas do, supporting long-term successful growth for both employer and employee.
If your company is a progressive employer, through your Human Resources person (provided your policy permits), you may opt for a job rotation/role change. This could be your successful step forward instead of staying with a boss who doesn’t have the guts to defend his people.
From India, Madras
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