Dear all,
I have recently joined a new organization. Although both my new and old organizations belong to the same industry, there is a stark difference in work culture. I am finding it very difficult to handle the unprofessional behavior of the staff. In my new organization, the head of the department is weak, and the next person in line lacks managerial skills. She often cries and easily becomes agitated in the face of problems. Additionally, the staff members are not mature, and there seems to be a lack of grooming among them. I mostly observe a happy-go-lucky attitude in the managers.
Any new idea or plan I propose is usually accepted by the head, but none of the staff or managers show any interest in it. They appear content with their current tasks.
Please guide me on how to continuously motivate and support them.
Regards,
Chandra
From India, Mumbai
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I have recently joined a new organization. Although both my new and old organizations belong to the same industry, there is a stark difference in work culture. I am finding it very difficult to handle the unprofessional behavior of the staff. In my new organization, the head of the department is weak, and the next person in line lacks managerial skills. She often cries and easily becomes agitated in the face of problems. Additionally, the staff members are not mature, and there seems to be a lack of grooming among them. I mostly observe a happy-go-lucky attitude in the managers.
Any new idea or plan I propose is usually accepted by the head, but none of the staff or managers show any interest in it. They appear content with their current tasks.
Please guide me on how to continuously motivate and support them.
Regards,
Chandra
From India, Mumbai
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Hi Chandra,
Motivation and ownership are two major elements that need to be initiated. People need to be motivated by helping them realize the significance of their roles and how it contributes to enhancing the company's bottom line. Additionally, they should be encouraged to take pride in their positions and recognize the importance of their roles.
There are two options for advancing new plans. Firstly, you could be appointed in charge of the implementation with a circular distributed to all, granting you the authority to make decisions and execute them. This empowerment allows you to address any disruptive staff members, thereby prompting others to take the initiative seriously and pay attention to you and your strategies. While this approach may seem straightforward, it may take time before the desired changes become apparent.
The second option involves initiating a training program for all staff members on teamwork, office etiquette, and office procedures concurrently. Implementing a rewards program at the outset can help by recognizing and rewarding those who adapt quickly. Once you establish a solid foundation, you can introduce a penalties program to discipline those who resist change moving forward. This method may lead to success.
The outcome, whether success or failure, hinges on the depth of conviction, tolerance, and patience one possesses. It's crucial to remember that change management is arduous and meticulous. Resilience is key to achieving success. This is my perspective, but I could be mistaken—challenge it.
Best of luck.
From India, Bangalore
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5Motivation and ownership are two major elements that need to be initiated. People need to be motivated by helping them realize the significance of their roles and how it contributes to enhancing the company's bottom line. Additionally, they should be encouraged to take pride in their positions and recognize the importance of their roles.
There are two options for advancing new plans. Firstly, you could be appointed in charge of the implementation with a circular distributed to all, granting you the authority to make decisions and execute them. This empowerment allows you to address any disruptive staff members, thereby prompting others to take the initiative seriously and pay attention to you and your strategies. While this approach may seem straightforward, it may take time before the desired changes become apparent.
The second option involves initiating a training program for all staff members on teamwork, office etiquette, and office procedures concurrently. Implementing a rewards program at the outset can help by recognizing and rewarding those who adapt quickly. Once you establish a solid foundation, you can introduce a penalties program to discipline those who resist change moving forward. This method may lead to success.
The outcome, whether success or failure, hinges on the depth of conviction, tolerance, and patience one possesses. It's crucial to remember that change management is arduous and meticulous. Resilience is key to achieving success. This is my perspective, but I could be mistaken—challenge it.
Best of luck.
From India, Bangalore
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Taking the reins in your hand should be your foremost task. Then comes the orientation part. You need to orient the unruly staff to the organizational objectives and thereby to individual objectives. Striking a good team spirit and sense of belongingness is equally important. Try to attain these with tact, and if it does not pay off, you may have to use stringent disciplinary actions. I mean to say the carrot and stick method. Good luck.
From India, Shimla
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From India, Shimla
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Dear all,
I have recently joined a new organization.
Congratulations on the new job. The recent should be a month or so.
Though, both my new and old organizations pertain to the same industry, there is a vast difference in work culture.
Is the way a HR person will project about the company in which he/she is associated. When we ourselves have no attachment to the organization, how can we expect from the employees?
I am finding it very difficult to handle unprofessional behavior of staff.
What, according to you, is unprofessionalism? Are things that make you uncomfortable considered unprofessionalism? If that is the case, you have a long way to go.
In my new organization, the head of the department is weak. The next person in line has no managerial skills. She always cries and easily gets agitated in problems.
See, what a description about your own colleague. Where is the ownership in you towards your employee? Have you ever tried to understand why he is so weak or why the line manager cries for every problem?
Moreover, the staff is also not mature. There is no grooming of the staff done. I mostly see a happy-go-lucky attitude in the managers.
How mature are you? What grooming do you expect from them?
Any new idea or plan I want to implement is normally accepted by the head, but none of the staff or managers show any interest in it.
How will those ideas be implemented? Basically, you as a person have no interest in the organization. There is no love shown towards your job. Your passion is a big question.
Please understand, this is a public forum and you are describing an organization you are associated with.
The words and sentences you use reflect your nature as a person.
Please do a self-analysis and introspection.
Develop passion and liking towards the job. Please forget about your previous company and concentrate on the present.
They seem to be happy with whatever they are doing. Please guide me on how to motivate them continuously and be helpful to them.
When they are happy as of now, understand what is making them happy. If you understand that, you have a great opportunity to motivate them.
From India, Coimbatore
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I have recently joined a new organization.
Congratulations on the new job. The recent should be a month or so.
Though, both my new and old organizations pertain to the same industry, there is a vast difference in work culture.
Is the way a HR person will project about the company in which he/she is associated. When we ourselves have no attachment to the organization, how can we expect from the employees?
I am finding it very difficult to handle unprofessional behavior of staff.
What, according to you, is unprofessionalism? Are things that make you uncomfortable considered unprofessionalism? If that is the case, you have a long way to go.
In my new organization, the head of the department is weak. The next person in line has no managerial skills. She always cries and easily gets agitated in problems.
See, what a description about your own colleague. Where is the ownership in you towards your employee? Have you ever tried to understand why he is so weak or why the line manager cries for every problem?
Moreover, the staff is also not mature. There is no grooming of the staff done. I mostly see a happy-go-lucky attitude in the managers.
How mature are you? What grooming do you expect from them?
Any new idea or plan I want to implement is normally accepted by the head, but none of the staff or managers show any interest in it.
How will those ideas be implemented? Basically, you as a person have no interest in the organization. There is no love shown towards your job. Your passion is a big question.
Please understand, this is a public forum and you are describing an organization you are associated with.
The words and sentences you use reflect your nature as a person.
Please do a self-analysis and introspection.
Develop passion and liking towards the job. Please forget about your previous company and concentrate on the present.
They seem to be happy with whatever they are doing. Please guide me on how to motivate them continuously and be helpful to them.
When they are happy as of now, understand what is making them happy. If you understand that, you have a great opportunity to motivate them.
From India, Coimbatore
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Thank you for your feedback. I will definitely reconsider these points. I want to assure you that I have not lost my passion after leaving my last job. I am enjoying my new job and the new people around me. I understand the importance of professionalism. I have not disclosed any company or personal information. I believe this forum is a place where we can receive serious answers and guidance for our problems. There is nothing wrong with sharing and seeking advice on such matters in this forum. Thank you.
From India, Mumbai
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From India, Mumbai
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Are you sure this is the organization that you want to be associated with? Will you be able to reach your personal goals and dreams if you should stay here?
Are there only a few levels of disappointment within the organization or is it from top to bottom?
You also have a choice. Make the best one for you and your future.
Dr. Marc PS 63:7
From United States, Calhoun
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Are there only a few levels of disappointment within the organization or is it from top to bottom?
You also have a choice. Make the best one for you and your future.
Dr. Marc PS 63:7
From United States, Calhoun
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Thanks for your suggestions, sir.
But what if the person behaving immaturely is your immediate boss? The one who never takes responsibility for guiding his team but rather wants support from them. He always keeps talking about his personal affairs with his subordinates, but when it comes to reporting to his supervisor, he pretends to be a mature person.
From India, New Delhi
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But what if the person behaving immaturely is your immediate boss? The one who never takes responsibility for guiding his team but rather wants support from them. He always keeps talking about his personal affairs with his subordinates, but when it comes to reporting to his supervisor, he pretends to be a mature person.
From India, New Delhi
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Hello one of the best and long lasting model is priciple centric approach — three principles - remain purpose oriented - use neutral comments - care for the feelings of others V S Sudhaker
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First of all, gain the confidence of the Head of Department (HOD) and the second person in charge. There are always some informal groups in any company. Find out the leaders of these informal groups and build rapport with them. Slowly try to make them see your point of view and involve them in the change you wish to bring about. There will be resistances and delays, but be patient with everyone and be polite to everyone. Meanwhile, try to gain the confidence of the middle and upper management.
I would also advise you to achieve this more through your skills, talent, and work rather than through politeness and socializing, and least of all through flattery. You may find that some people respond better to flattery than to anything else. Also, try to make everyone see what they will gain individually and what the company will gain, so that they have some motivation factor.
From India, Delhi
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I would also advise you to achieve this more through your skills, talent, and work rather than through politeness and socializing, and least of all through flattery. You may find that some people respond better to flattery than to anything else. Also, try to make everyone see what they will gain individually and what the company will gain, so that they have some motivation factor.
From India, Delhi
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Hi,
I think you just need to:
1. Jot down the positive points/your experience of your previous organization.
2. Add a few new points to the existing experience.
3. Start training employees.
4. Inform employees about your innovative plans.
5. Also, inform them about the kind of support you are looking for and how important they are to your ideas.
Just try to take ideas from your employees too. This will motivate them.
From Sweden,
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I think you just need to:
1. Jot down the positive points/your experience of your previous organization.
2. Add a few new points to the existing experience.
3. Start training employees.
4. Inform employees about your innovative plans.
5. Also, inform them about the kind of support you are looking for and how important they are to your ideas.
Just try to take ideas from your employees too. This will motivate them.
From Sweden,
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Employee Motivation.ppt
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