Hello Vineet,
The fact remains that when there is no vigil people tend to break the rules. I am in a similar industry so I can totally understand your state.
here is what we have done in our company
1) we do regular skip meetings with all the employees (in batches). The agenda is giving the employees updates on what is happening in the company, briefing on a few polices and programs employees can take advantage of and the last 10 - 15 mins is open for query solving and grievances.
I take back that feedback to my team and the respective stakeholders (for whom the grievance was registered) and sort the issues out.
2) we have everything aligned to HR permissions. Any employee who is resigns has to meet the HR. We get to know the real reason and also make a retention pitch. if there is anything we need to sort out with manager we do so as well. Any termination that the manager intiates needs to be supported by documents justifying the separation. We again meet the employee to check if the claims were right or not.
3) It is very important to have policies in place. That will govern the conduct of the employees (at all levels) and any voilation there off will be meted with disciplinary action.
4) you will need to get down to details and dirty your hands a little bit. How many mangers are there, How many people report under each of them, How often people are moved from one manager to other, why such movements take place, what is the performance records of these manager and their employees. How do they take care of their employees welfare. How employees are being exploited? are the budgets alocated for the employee engagements being used rightly? or are managers eating it up?
things get a lot deeper. You will certainly have to spend some time yourself sorting out and studying the actual matter. this looks like a lot more mess than what you are mentioning and the sooner you start cleaning the better.
Appointed a new person under you may not really help as he / she would be new to the compnay and people and can be easily bullied or influenced. So you will have to get down to ground zero yourself. What i suggest is nevertheless appoint someone and ask him/her to shadow you and learn from observation. but your presence is important till such time that things start looking manageable.
I would like to discuss in details about what all employee welfare and management tools and processes we have in place. I am sure it will be of great use to you in such times.
you can contact me on [Login to view]
Good luck and I am sure you will pull it well. And i just hope your spouse understand and supports you. :)
Amrita
The fact remains that when there is no vigil people tend to break the rules. I am in a similar industry so I can totally understand your state.
here is what we have done in our company
1) we do regular skip meetings with all the employees (in batches). The agenda is giving the employees updates on what is happening in the company, briefing on a few polices and programs employees can take advantage of and the last 10 - 15 mins is open for query solving and grievances.
I take back that feedback to my team and the respective stakeholders (for whom the grievance was registered) and sort the issues out.
2) we have everything aligned to HR permissions. Any employee who is resigns has to meet the HR. We get to know the real reason and also make a retention pitch. if there is anything we need to sort out with manager we do so as well. Any termination that the manager intiates needs to be supported by documents justifying the separation. We again meet the employee to check if the claims were right or not.
3) It is very important to have policies in place. That will govern the conduct of the employees (at all levels) and any voilation there off will be meted with disciplinary action.
4) you will need to get down to details and dirty your hands a little bit. How many mangers are there, How many people report under each of them, How often people are moved from one manager to other, why such movements take place, what is the performance records of these manager and their employees. How do they take care of their employees welfare. How employees are being exploited? are the budgets alocated for the employee engagements being used rightly? or are managers eating it up?
things get a lot deeper. You will certainly have to spend some time yourself sorting out and studying the actual matter. this looks like a lot more mess than what you are mentioning and the sooner you start cleaning the better.
Appointed a new person under you may not really help as he / she would be new to the compnay and people and can be easily bullied or influenced. So you will have to get down to ground zero yourself. What i suggest is nevertheless appoint someone and ask him/her to shadow you and learn from observation. but your presence is important till such time that things start looking manageable.
I would like to discuss in details about what all employee welfare and management tools and processes we have in place. I am sure it will be of great use to you in such times.
you can contact me on [Login to view]
Good luck and I am sure you will pull it well. And i just hope your spouse understand and supports you. :)
Amrita