Dear all,
I have recently joined a new organisation. Though, both my new and old organisation pertain to the same industry, there is a hell difference in work culture.
I am finding it very difficult to handle unprofessional behaviour of staff. In my new organisation, the head of the department is weak. The next person in line, has got no managerial skills. She always cries and easily gets agitated in problems. Moreover, the staff is also not mature. Rather, there is no grooming of the staff done. I see mostly happy-go-lucky attitude in the managers.
Any new idea / plan, I want to implement is normally accepted by the head, but none of the staff / managers take any interest in it. They seem to be happy with whatever they are doing.
Please guide me on how to motivate all continuously and be helpful to them.
regards,
Chandra
From India, Mumbai
I have recently joined a new organisation. Though, both my new and old organisation pertain to the same industry, there is a hell difference in work culture.
I am finding it very difficult to handle unprofessional behaviour of staff. In my new organisation, the head of the department is weak. The next person in line, has got no managerial skills. She always cries and easily gets agitated in problems. Moreover, the staff is also not mature. Rather, there is no grooming of the staff done. I see mostly happy-go-lucky attitude in the managers.
Any new idea / plan, I want to implement is normally accepted by the head, but none of the staff / managers take any interest in it. They seem to be happy with whatever they are doing.
Please guide me on how to motivate all continuously and be helpful to them.
regards,
Chandra
From India, Mumbai
Hi Chandra,
Motivation and ownership are two major items which have to be started off.
People have to be motivated by making them realize the importance of their function and how it helps in shoring up the bottom line of the company. Secondly they should be made to feel proud of their position and feel important of their function.
You have two options of taking forward new plans etc. One is that you are given incharge of the implementation and a circular sent to all giving you powers to decide and implement.
This way you get empowered to weed out a couple of truly unruly staff so that the others get serious about the whole thing and start paying attention to you and your plans. Though easy to tell it may take some time before the desired change is seen.
The second is to start parallel a training program for all staff in team work, office etiquette and office systems. have a rewards program started off so that you first start rewarding those who change over first.
Once you feel you are on a safe wicket it will be time for you to start a penalties program whereby those who are still refusing to change are punished/penalized now onwards. This way you may succeed.
Success / failure depends on the intensity of the conviction, tolerance and the patience one has. Remember change management is very strenuous and painstaking. Be resilient to succeed. THis is my idea, I could be wrong - prove it.
Best of luck.
From India, Bangalore
5Motivation and ownership are two major items which have to be started off.
People have to be motivated by making them realize the importance of their function and how it helps in shoring up the bottom line of the company. Secondly they should be made to feel proud of their position and feel important of their function.
You have two options of taking forward new plans etc. One is that you are given incharge of the implementation and a circular sent to all giving you powers to decide and implement.
This way you get empowered to weed out a couple of truly unruly staff so that the others get serious about the whole thing and start paying attention to you and your plans. Though easy to tell it may take some time before the desired change is seen.
The second is to start parallel a training program for all staff in team work, office etiquette and office systems. have a rewards program started off so that you first start rewarding those who change over first.
Once you feel you are on a safe wicket it will be time for you to start a penalties program whereby those who are still refusing to change are punished/penalized now onwards. This way you may succeed.
Success / failure depends on the intensity of the conviction, tolerance and the patience one has. Remember change management is very strenuous and painstaking. Be resilient to succeed. THis is my idea, I could be wrong - prove it.
Best of luck.
From India, Bangalore
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 there by 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 up you may have to use stringent disciplinary actions. I mean to say the carrot and stick method. Good luck..
From India, Shimla
From India, Shimla
Dear all, I have recently joined a new organisation.
Congratulations on the New Job. The recent should be a month or So,,
Though, both my new and old organisation pertain to the same industry, there is a hell difference in work culture.
Is the Way, a HR Person will project about the company in which he/she associated. When we ourself have no attachment with the organisation how can we expect from the employees...
I am finding it very difficult to handle unprofessional behaviour of staff.
What according to you is unprofessionalism. Are things that make you uncomfortable are unprofessionalism, if that is the case,you have a long way to Go.
In my new organisation, the head of the department is weak.The next person in line, has got 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 on 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. Rather, there is no grooming of the staff done. I see mostly happy-go-lucky attitude in the managers.
How much mature are you,, What Grooming you expect from them,,,
Any new idea / plan, I want to implement is normally accepted by the head, but none of the staff / managers take any interest in it.
How those ideas will be implemented. Basically you as a PErson have no interest in the Organisation, there is nolove shown towards your Job. Your Passion a Big Question,,,,,
Pls Understand, this is a Public Forum & you are describing about an organisation you are associated..
The Words & Sentence used by you reflects your Nature as a PERSON,,
Pls do a Self Analysis, Introspection..
Develop PASSIOn & Liking towards the Job,,, Please FORGET about your previous company & Concentrate on the PRESENT,,,
They seem to be happy with whatever they are doing. Please guide me on how to motivate all 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 Oppurtunity to Motivate them...
From India, Coimbatore
Congratulations on the New Job. The recent should be a month or So,,
Though, both my new and old organisation pertain to the same industry, there is a hell difference in work culture.
Is the Way, a HR Person will project about the company in which he/she associated. When we ourself have no attachment with the organisation how can we expect from the employees...
I am finding it very difficult to handle unprofessional behaviour of staff.
What according to you is unprofessionalism. Are things that make you uncomfortable are unprofessionalism, if that is the case,you have a long way to Go.
In my new organisation, the head of the department is weak.The next person in line, has got 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 on 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. Rather, there is no grooming of the staff done. I see mostly happy-go-lucky attitude in the managers.
How much mature are you,, What Grooming you expect from them,,,
Any new idea / plan, I want to implement is normally accepted by the head, but none of the staff / managers take any interest in it.
How those ideas will be implemented. Basically you as a PErson have no interest in the Organisation, there is nolove shown towards your Job. Your Passion a Big Question,,,,,
Pls Understand, this is a Public Forum & you are describing about an organisation you are associated..
The Words & Sentence used by you reflects your Nature as a PERSON,,
Pls do a Self Analysis, Introspection..
Develop PASSIOn & Liking towards the Job,,, Please FORGET about your previous company & Concentrate on the PRESENT,,,
They seem to be happy with whatever they are doing. Please guide me on how to motivate all 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 Oppurtunity to Motivate them...
From India, Coimbatore
Thanks for your inputs... I would surely think once again on these lines.....
Let me assure you that I have not lost passion after my last job, I like my new job and new people around me...and I know what professionalism means.... Also, I have not revealed my company or personal informations....
I think this is the forum where we can get some serious answers/guidance to our problems . There is nothing wrong in sharing / seeking guidance on such matters in this forum...
Thanks..
From India, Mumbai
Let me assure you that I have not lost passion after my last job, I like my new job and new people around me...and I know what professionalism means.... Also, I have not revealed my company or personal informations....
I think this is the forum where we can get some serious answers/guidance to our problems . There is nothing wrong in sharing / seeking guidance on such matters in this forum...
Thanks..
From India, Mumbai
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 with in 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
Are there only a few levels of disappointment with in 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
Thanks your suggestions sir...
But what if the person behaving immaturily is your immediate boss. The one who never take responsibility of guiding his team rather wants support from them. Always keeps on talking about his personal affairs with their subordinates but when it comes to reporting his supervisor, pretends himself as a matured person.
From India, New Delhi
But what if the person behaving immaturily is your immediate boss. The one who never take responsibility of guiding his team rather wants support from them. Always keeps on talking about his personal affairs with their subordinates but when it comes to reporting his supervisor, pretends himself as a matured person.
From India, New Delhi
Epsilons Training solutions is the training arm of Epsilon Consulting.
Epsilon Consulting has an experience of almost a decade in HR Consulting space
Epsilon specialize in Executive Search & Recruitment, Training & HR process consulting i.e. we help our clients build and manage, whole or a part of their HR systems and processes.
Epsilon provides customized training as well as coaching to corporate houses to nurture their human assets and give them access to intangible, hidden talent; with focus on improving quality & increasing productivity.
We have the bandwidth to cater training programs across India and Middle East.
Kindly contact us so that we can understand your needs and provide you tailor made solutions
022-40766626
9321337560
From India, Pune
Epsilon Consulting has an experience of almost a decade in HR Consulting space
Epsilon specialize in Executive Search & Recruitment, Training & HR process consulting i.e. we help our clients build and manage, whole or a part of their HR systems and processes.
Epsilon provides customized training as well as coaching to corporate houses to nurture their human assets and give them access to intangible, hidden talent; with focus on improving quality & increasing productivity.
We have the bandwidth to cater training programs across India and Middle East.
Kindly contact us so that we can understand your needs and provide you tailor made solutions
022-40766626
9321337560
From India, Pune
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
first of all gain the confidence of the HOD and the 2nd person incharge. there are always some informal groups in any company. find out the leaders of these informal groups and make a repo with them. slowly try to make them see your point of view and involve them in the change u wish to bring out. 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 that u achieve this more by ur skills and talent and work, and then by politeness and socializing, and least by buttering. you may find some people yeild better to buttering than any other things.
also try to make everyone see what they all will gain and what the company will gain, so that they have some motivation factor.
From India, Delhi
i would also advise you that u achieve this more by ur skills and talent and work, and then by politeness and socializing, and least by buttering. you may find some people yeild better to buttering than any other things.
also try to make everyone see what they all will gain and what the company will gain, so that they have some motivation factor.
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Child's Play Manual Handling - Office Version - Safetycare Workplace Safety Video2.zip
Healthy Office Ergonomics Workshop.doc