If the top management behave like this only or is the mistake with me?

Hi Seniors,

I am working in a startup software company and recently joined in April as an HR. I am the only person handling HR activities for a team of 0-25 employees. I am doing my very best for the organization. I have one year of experience in recruitment, but I lack practical experience in core HR activities. When I received this offer, I was happy as I would have the opportunity to learn new things about Core HR activities. However, the situation is different now, and I don't feel independent in my work. I often feel unhappy.

I promptly complete any tasks assigned by my Managing Director, but he still expects additional value-added progress. I am willing to do more, but it requires coordination with a third party who is not responding effectively. My MD cannot reprimand this person as they are senior. He acknowledges my efforts for the organization but continues to criticize my performance, threatening to replace me. I have asked for feedback on my shortcomings and expressed my dedication, yet I am overwhelmed by negative thoughts, unhappiness, and job dissatisfaction. I am even considering looking for a new job. I am unsure if this behavior is typical of top management or if the issue lies with me.

Please advise on how to handle this situation.

Also, with the help of the CiteHR site, I am learning new things. I have been involved in creating various documents for this company such as the Attendance Report, Leave Report, HR Manual, Punctuality Policy, Wear ID Card Policy, and Birthday Policy. Although I have initiated these efforts, the Managing Director (MD) has not shown appreciation for them and only criticizes me, which is disheartening.

Kindly let us know how long your MD has been unhappy with your work.

Hi Anuradha,

Don't think about the negative. The HR should motivate themselves. Whatever work you have done, appreciate and motivate yourself. If you have any manpower problems, give more importance to closing all the gaps and concentrate on training and development, and employee engagement.

Dear Guidance Seeker,

Our actions ought to speak louder than our words. Stepping out of the situation you described you are in is easy and doable.

Know your tasks - duties, responsibilities, and role altogether - build your capabilities as soon as possible and start taking initiatives to utilize the intelligence and energy of your entire workforce members towards creating wealth and well-being for the stakeholders in your establishment.

Constantly refer to the stated/adopted policies, values, vision, and mission of your organization and start writing procedures & processes in simple to understand and easy to implement language. Ally with the Functions Head professionally to understand the issues faced by them where they want solutions, then work out the solution jointly with them, the supervising personnel, and top management. Your success as a successful HR functionary you will find is not far away.

In case of hiccups, consult management for engaging a subject matter expert who specializes in HR domain to put everything in place from where you glide through.

Kritarth Team is always ready and willing to help & guide.

Kritarth Team

Bengaluru Service Centre

Home | Kritarth Consulting Private Limited / info@kritarth.in

30.8.16, 2.30 p.m

Hello Anuradha,

To be VERY objective, it looks like BOTH sides made mistakes in the hiring process itself.

While your enthusiasm to gain Core HR knowledge and experience by joining this Company is very valid and understandable, where you seem to have misjudged is that you can gain experience through trial and error in an environment that is LOOKING for immediate results [this could have been the right step IF there was already someone handling HR].

Where your Company made the mistake is to hire someone with ONLY Recruitment experience when their NEED was for a Core HR person.

In the process, you ended up being in a square-peg-in-a-round-hole scenario.

Coming to how to handle the current situation, suggest having everything in writing--your asking for the inputs from the Third-party and the subsequent follow-up mails. That would leave a trail of clear responses [or the lack of it] and the corresponding Day/Time tagging.

While I am not sure IF your MD will agree to give in writing whatever he expects from you, IF you can manage it, that would do wonders to lay out clearly what's expected of you and what you delivered.

If you can't do it, suggest putting down in writing ALL the points of discussions after your meetings and send/mail it back to him for Final Clearance. That will give you a clear roadmap on what's expected....enabling you to plan work clearly and ALSO some fall-back IF your MD tries to change his words later. Such a practice can also give your MD time to think IF what he asked you to do is actually what he wants to be done [sometimes it does happen that when things are seen in writing, people MAY change their minds....earlier the changes the better for everyone].

However, IF nothing of this works out, just get serious in looking out for a new job.

If this effort doesn't work, it can only mean one thing: that the MD is looking to experiment at YOUR expense [if you read the news, you find this attitude among many Startups, including well-known ones].

All the Best.

Regards,

TS

Yes, I endorse TS's view!

"However, if nothing of this works out, just get serious about looking for a new job. If this effort doesn't work, it can only mean one thing: that the MD is looking to experiment at your expense [if you read the news, you find this attitude among many startups, including well-known ones]."

As they say, "You can lead a horse to water, but you can't make him drink."

Small or start-up companies treat their employees in this way only. There is no other cure for this. It is better for you to immediately start looking for other opportunities.

Warm regards.