Navigating Demanding Managers: Case Insights from HR Excellence Professionals

In our dynamic workplaces, the transition of leadership can sometimes lead to challenges that demand swift and thoughtful action. Recently, our HR Excellence WhatsApp group delved into a scenario that's all too familiar: employees approaching HR with complaints about a new manager's demanding behavior. The discussion yielded valuable insights and actionable steps to address such situations effectively.

The Situation:

"The 3 employees working in XYZ department of an ABC MNC approached you as their HR representative and complained that the new manager (4 months old) is overdemanding and pushy. They are feeling that environment has become non-conducive to work efficiently and they want you to take action to fix this situation. One of the High performing employees mentioned that if nothing happens then he will start considering offers from other organizations. Your HR head is on one month no contact vacation. What will you as an HR Professional do in such situation?"

Understanding the Problem:

The crux of the issue lies in the new manager's demanding behavior, which is not only creating a stressful work environment but also risking the loss of high-performing employees. Recognizing the urgency of the matter, we brainstormed key actions to tackle the issue head-on.

Our Approach:

1.    Encourage Open Communication: The cornerstone of any resolution is fostering open dialogue between employees and the manager. Creating a safe space for concerns to be voiced is paramount.

2.    Gather Information from Both Sides: Before making any decisions, it's essential to gather insights from both the employees and the manager to gain a comprehensive understanding of the situation.

3.    Provide Feedback and Coaching: If the manager's behavior is indeed problematic, offering constructive feedback and coaching on effective team management becomes imperative.

General Learnings:

Our discussion also highlighted some overarching learnings that serve as guiding principles in handling such scenarios:

1.    Importance of Open Communication: Encouraging a culture where employees feel empowered to voice their concerns and managers are receptive to feedback is vital.

2.    Gathering Information: Before jumping to conclusions, it's crucial to gather all relevant information to ensure informed decision-making.

3.    Focus on Solutions: Instead of dwelling solely on the problem, channeling efforts into implementing solutions that improve the situation is key.

4.    New Manager Onboarding: Providing adequate support and guidance to new managers navigating company culture and team dynamics can prevent such issues from arising.

Your Actions as an HR Professional:

In such a scenario, the HR professional can take following several proactive steps:

1.    Listen to the Employees: Actively listen to the concerns raised by employees and gather detailed information about specific incidents.

2.    Schedule One-on-One with Manager: Engage in a dialogue with the new manager to understand his/her perspective on team performance and workload.

3.    Facilitate a New Manager Assimilation Session: Organize a facilitated meeting where both parties can discuss expectations and working styles without assigning blame.

4.    Provide Coaching and Development: If necessary, offer coaching on communication, leadership, and team management to the manager.

5.    Organize Team Building Activities: Foster trust and rapport between the manager and the team through team-building activities.

6.    Follow Up: Continuously monitor the situation and ensure that communication channels remain open for further dialogue.

7.    Standardized Process: Create a standardized process and practice that periodic check-in conversations by HR professional on new leaders and their team members will be conducted even beyond the 30-60-90 day plan. 

Given the HR Head's Absence:

In the absence of your HR head, it's crucial to take the following steps:

1.    Document Everything: Keep detailed records of all meetings and conversations to maintain clarity and accountability.

2.    Consult with Senior HR: Seek guidance from a more experienced HR professional to discuss potential solutions and strategies.

3.    Escalate if Necessary: If the situation escalates or the manager remains unresponsive, consider escalating the matter to higher management for intervention.

 Remember:

Ultimately, the goal is to find a resolution that not only addresses the immediate concerns but also contributes to improving overall working conditions, retaining talent, and facilitating the new manager's success within the organization. By embracing open communication, proactive intervention, and a solution-focused mindset, HR professionals can navigate such challenges with confidence and effectiveness.

Let's start a conversation! Share your thoughts in the comments below on this situation and what would you add, emphasize as an action? What practices have you found most effective in handling similar situations? For more information on joining HR Excellence whatsapp group, contact Vidhu Sharma at 9833793327.

VIDHU SHARMA is a Strategic Human Resource and Organization Development Consultant with more than 29 years of global experience in the industry. He shares his experience and insights by rendering services in areas of Leadership Development Journeys, Strategic HRM, Leadership Coaching and teaching at MBA colleges. For more information, visit at http://www.vidhusharma.in

SURYA MUKHERJEE is a Human Resource Professional with more than 18 years’ experience in Business Partnering, Compensation & Benefits, Performance Management System, Managing HR Integration, HR Operation across NBFC, IT Organization & Pharmaceutical companies. He focuses on making a positive impact on organization success through data analysis and emphasizing on patterns beyond the numbers to drive sound organizational decision-making.

STUTI PRASAD is a Human Resource Professional with more than 10 years of experience in Risk Consulting, Business Excellence, Legal and Human resources. She is passionate about empowering people and organizations to achieve their full potential.

SAILI MORE is an MBA, Human Resource qualified with more than 6 years of experience in drug safety, case processing and training in pharmacovigilance/life sciences aligned companies. She is passionate about enabling development of knowledge and skills in people to become competent in their profession.

Disclaimer: All the insights are personal views of individuals and does not represent their organization views or opinions.