Q & A
CMS consultants answer your questions that you have
If you have any issue related to management, business and career
development please feel free submit your
question here. We try our best to answer your question as
soon as possible. You will get our reply in your Email box and can
be viewed here.
Please help me what to do with my subordinate whom I
do not like very much and I think that the same case is on the other side.
He does not mix up with all the members and have conflicts with a few of
them. I tell you that he does his work honestly and never found that he is
cheating in anyway.
We don’t know how you have reached to
this conclusion that your subordinate does not like. Did he say so or it’s
your own assumption?
If you think that he dislikes you and
you developed the similar feelings for him then the best way is try to be
bit more friendly with him. This will give you an opportunity to find out
whether or not he dislikes you. You will never find out underlying reasons
of dislikeness unless you talk to him. Appreciate his work. May be you
are giving undue importance to others suggestions
Think also about the underlying
reasons as to why you dislike him, especially when he is working hard.
Sometimes, human beings start disliking others without genuine reasons or
too much believe on other people comments. Rely more on your own
experience with him.
You must appreciate that people are
of different nature and one should not expect same behavior from everyone.
If he is not mixing up with everyone, it is not a big problem if work is
not suffered. Yes, conflicts between peers are inevitable. Being a boss in
conflicting situation, you should make up your mind on the basis of facts
then your own likeness and dislikeness, it will enhance your integrity as
a boss among all your subordinates.
We appreciate that you have
acknowledged his honesty and sincerity. Don’t be afraid in showing it him.
This will help in reducing dislikeness for each other.
Want a Change
I have been working in a company more
than 10 years and now I feel tired to go to office. I feel that I am not
growing here. At the same time, I am scared to change a company. What do
We are human being and do get fed-up
with monotony. Are there any specific reasons that you feel tired and
bored to go to the job? If this is the case then think about how to handle
those specific reasons.
However, there is no harm in changing
your company if you could find a job that you like. Yes, change carries
some uncertainty and anxiety but one should not be sacred because of these
reasons. Take it a challenge or an opportunity to meeting new people
learning new skills. You can also do before joining the company that you
pay one or two visits and try to understand culture of the organization.
Get as much as possible knowledge about the working style of the firm, so
you feel more comfortable once you join the company.
I'm sending this email from Dubai. My
company salary package and other facilities are quite good comparing the
market but still level of satisfaction is not very high. My question is
why it is so?
Monetary benefits are essential but
not the sole source of increasing level of satisfaction. Your company must
investigate dealings of the bosses with their subordinates. Many employees
are dissatisfied with the company because they are not happy with their
We are operating in Qatar. We are not short of
financial resources but still not taking the market share as much as we
should, why do you suggest? Director Sales
Hello Director Sales
Many companies face this kind of problems that they
have ample financial resources but still not gaining market share much
as they should. This is the point where external consultants could be
more useful than internal middle and senior mangers.
To handle the problem that you are facing, we
suggest listen to your people. Listen to what front-line staff are
saying about customers’ needs and market demands. Let them speak without
fear even it is contrary to your views and mind-set. Give confidence to
your line mangers and operating level staff that you listen to their
suggestions and their views are not meeting the deaf ears. Avoid saying
or portraying , "you know it" or "we tried it", it discourages.
Interview employees whom you have hired 3-6 months
ago. New employees are good source of finding out pitfalls of your
strategy. They are still fresh and can identify problems that old pals
Perhaps customer survey will be another good idea
to start with. You must carefully design the survey.
communication and more dialogue helps in developing organization and
bringing corporate culture in line with corporate strategy.
Human Resources Vs. Profit
The current MD has taken charge of
the company a year ago. He appeared to be very friendly in the beginning
but later he became famous as “hypocrite.” The reason was his
actual actions and decisions that he has taken so far. He has been
sending memorandums and emails that irritates most of the junior and
senior position holder. He has turned employees crazy by complaining
that level of productivity and quality is not very high comparing to the
given resources. His all major decisions negatively affected on the privileges
of the employees. Consequently, employees’ anxiety and turnover has
increased; however profit is same as before. My question is, if Human
Resource is so important why has profit not decreased? The other
question is if a firm is making profits why should it care for people?
Your question is very interesting. You have not
mentioned the country where your firm is operating; nor mentioned size
and age of the firm and industry in which it is operating.
We assume that it is a well
established firm so it is too early to see negative financial
effects. It takes longer time to experience negative financial
outcomes in a monopoly or state owned company. In our opinion, if the situation persists for a
longer period in your firm, level of productivity, quality and revenue
will go down.
As you have mentioned, anxiety and employee turnover have increased so
sooner or later you would feel repercussions of old command and control
strategy of your MD on the firms' revenue. Your MD might not be able to run organization with
the dissatisfied employees in the long run . From your message, it is not clear if
level of productivity or quality have increased with this
authoritarian style of leadership. Profits is not the sole criterion to
judge organization development. Profits did not decline, it could be
because of employees privileges were taken away. It is important to evaluate how total revenues are
being affected by adopting strict command and control strategy.
Handling employees satisfactorily strongly demands good human and employee
relations skills with a positive attitude towards teambuilding and
employees' involvement in the system.
In response to your second
question, it should be noted that contingency factors play role in short
and long term. For example, a firm can survive even with employees
exploitation for a longer period in a country where
unemployment rate is very high and public laws are not implemented effectively.
Employee exploitation is neither
good for the state economies nor for the firms. Read our article on
this topic Relationship between Quality and State Development.
Managing Absence from Work
Please suggest how to mange short
term absence from work. Our company is operating in Saudi Arabia and
have more or less 200 employees from different countries.
We suggest that communicate clearly
company policy and procedures on short-term absence leave to all
employees. Most of these leave are taken on the grounds of physical and
mental illness. At the first instance, Return-to-Work-Interview helps a
lot in reducing short absence. Don't be rude in such interviews but try
to win commitment from the employees. We do not advise holding such
interviews if leaves are 2 or less in the period of 6 months.
In severe cases, use disciplinary
procedures for unacceptable absence. These disciplinary procedures must
be communicated to all employees. If your company do not have such
procedures work on them and communicate them within the company. Having
psychologist who can provide counseling to employees at the time of need
also help in reducing stress and unnecessary sick leaves.
We wish to downgrade some positions in our company. Due to
legally signed contract, we cannot reduce salary of the existing employees but
could not offer the same for new ones.
This is a sort of Red-Circling where existing employees are
protected from monetary disadvantages. Red-circling could be sued if there is a
equal pay legislation exists. However, limiting the period of red-circling
to a relatively short phasing-out period could be allowed in some countries We
advice take legal advice in your country prior to introducing this move. Also
consider social consequences within the organization as this can create the
hostile climate of "we and they" between employees working on the same position.