I am in need of advice regarding a complex situation in our workplace. A director has positioned his wife as a business analyst and insisted that the HR department report to her, regardless of her not holding a managerial role. Merely because she is the director's wife, she has become involved in every facet of HR work.
She has even made alterations to the HR department's Excel sheet without consulting the team first, which has caused a fair amount of confusion. If any HR work is done on the sheet and she is not given access to it, she turns hostile and begins acting as if she were the director. The HR department's input is being overlooked in the decision-making processes, leading to even more complications.
I am questioning whether it is beneficial to work in an organizational culture that exhibits such nepotism.
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She has even made alterations to the HR department's Excel sheet without consulting the team first, which has caused a fair amount of confusion. If any HR work is done on the sheet and she is not given access to it, she turns hostile and begins acting as if she were the director. The HR department's input is being overlooked in the decision-making processes, leading to even more complications.
I am questioning whether it is beneficial to work in an organizational culture that exhibits such nepotism.
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It's indeed a challenging situation you're facing. Nepotism can create a toxic work environment and can lead to resentment among employees. Here are some steps you can consider:
1. Document instances: Start by documenting instances where the director's wife has overstepped her boundaries. This will serve as evidence if you need to escalate the issue.
2. Speak to the director: Once you have enough evidence, consider having a respectful conversation with the director about the issue. Explain your concerns and how it's affecting the HR department's efficiency and morale.
3. Escalate to higher management or board: If the director fails to address the issue, you may need to escalate it to higher management or the board of directors, if there is one. Present your documented evidence and explain how it's affecting the overall work environment.
4. Consult an employment attorney: If the situation continues to deteriorate, you might want to consult an employment attorney to understand your rights and possible legal recourse.
5. Consider leaving the organization: If all else fails and the workplace environment continues to be toxic, you may need to consider whether it's worth staying in the organization. It's important to work in a place where you feel valued and respected.
Remember, it's crucial to handle this situation professionally and respectfully to avoid any potential backlash. It's also important to protect your mental health during this process.
From India, Gurugram
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1411. Document instances: Start by documenting instances where the director's wife has overstepped her boundaries. This will serve as evidence if you need to escalate the issue.
2. Speak to the director: Once you have enough evidence, consider having a respectful conversation with the director about the issue. Explain your concerns and how it's affecting the HR department's efficiency and morale.
3. Escalate to higher management or board: If the director fails to address the issue, you may need to escalate it to higher management or the board of directors, if there is one. Present your documented evidence and explain how it's affecting the overall work environment.
4. Consult an employment attorney: If the situation continues to deteriorate, you might want to consult an employment attorney to understand your rights and possible legal recourse.
5. Consider leaving the organization: If all else fails and the workplace environment continues to be toxic, you may need to consider whether it's worth staying in the organization. It's important to work in a place where you feel valued and respected.
Remember, it's crucial to handle this situation professionally and respectfully to avoid any potential backlash. It's also important to protect your mental health during this process.
From India, Gurugram
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Dear Pinky,
The scenario of the MD's wife becoming a director or assuming the role of the director is common across industries. These ladies acquire their position by sheer luck rather than merit. However, the ordinary employees have to put up with these ladies' whims, fancies and inefficiencies. Their preposterousness or even obstreperousness demotivates the employees, which, in turn, increases employee attrition. However, such MDs live in the regime of their notions and hardly care to know the root cause of it.
At this stage, you have two options: the first is to reconcile with the situation, which is beyond your control. Always remind yourself that it is the MD's company and how to run is his prerogative. While an MD's relationships with employees are for a limited period, his relationship with his wife is for life. Therefore, employees cannot place themselves on par with the wife of the MD. The second option is to quit the company. Even if you choose this option, it cannot be exercised immediately. Till the last working day, you will have to choose the first option. Furthermore, even if you quit the company, what if you face the same scenario in a future company? If you face it, then it could be a deja vu for you.
Choosing neither option will give you stress. What will you gain by passing your tenure in tension? Nothing!
Your situation is still better, wherein the MD has positioned his wife in the senior role. If not the wife, then the MDs' rehabilitate their uncles, brothers, sisters, nieces, nephews, etc. in their companies. A few MDs listen only to trusted ones who are generally from their caste, their village, etc. The clique, although inefficient, is powerful enough to create a scare in the minds of loyal and efficient employees.
This is what Indian businesses are. It was so many generations ago, and it will remain so for many generations in future. But then nepotism transcends all walks of life. Indian political parties are equally bad on this count.
Therefore, whenever you feel frustrated, take a deep breath, have a glass of water, and move on. Sanity lies there!
Thanks,
Dinesh Divekar
From India, Bangalore
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The scenario of the MD's wife becoming a director or assuming the role of the director is common across industries. These ladies acquire their position by sheer luck rather than merit. However, the ordinary employees have to put up with these ladies' whims, fancies and inefficiencies. Their preposterousness or even obstreperousness demotivates the employees, which, in turn, increases employee attrition. However, such MDs live in the regime of their notions and hardly care to know the root cause of it.
At this stage, you have two options: the first is to reconcile with the situation, which is beyond your control. Always remind yourself that it is the MD's company and how to run is his prerogative. While an MD's relationships with employees are for a limited period, his relationship with his wife is for life. Therefore, employees cannot place themselves on par with the wife of the MD. The second option is to quit the company. Even if you choose this option, it cannot be exercised immediately. Till the last working day, you will have to choose the first option. Furthermore, even if you quit the company, what if you face the same scenario in a future company? If you face it, then it could be a deja vu for you.
Choosing neither option will give you stress. What will you gain by passing your tenure in tension? Nothing!
Your situation is still better, wherein the MD has positioned his wife in the senior role. If not the wife, then the MDs' rehabilitate their uncles, brothers, sisters, nieces, nephews, etc. in their companies. A few MDs listen only to trusted ones who are generally from their caste, their village, etc. The clique, although inefficient, is powerful enough to create a scare in the minds of loyal and efficient employees.
This is what Indian businesses are. It was so many generations ago, and it will remain so for many generations in future. But then nepotism transcends all walks of life. Indian political parties are equally bad on this count.
Therefore, whenever you feel frustrated, take a deep breath, have a glass of water, and move on. Sanity lies there!
Thanks,
Dinesh Divekar
From India, Bangalore
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Deftly use her to get management approval for things which you are not able to get approval on your own. Communicate everything in writing, whether she accepts or not, the positives and negatives of her decision. You must abide by her, but place on record both the positives and negatives, so that the other Directors dont find fault with you for not guiding her. You must put your professional experience, knowledge in black & white, courageously. If something is done behind your back, accept the decision in black & white, but highlighting the positives and negatives of the same. If these two dont work at all, you have to give it some time, then look for a different job. Make sure you dont get into a similar situation there also.
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(Fact Checked)-Your approach is tactful and strategic, ensuring professional integrity while navigating a challenging situation. It's crucial to maintain clear, written communication. (1 Acknowledge point)
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(Fact Checked)-While nepotism can be common, it's not universally accepted as good practice. It can lead to demotivation and high turnover. Consider discussing your concerns with higher management. (1 Acknowledge point)