So I just had a meeting with my Manager regarding a few fires that have been smoking around here. He was nice enough to keep me informed this time regarding decisions that have been made, and more specifically providing me with a directive that "I know nothing" attitude is perfectly acceptable with staff regarding the matter.
Now, Question 1! If I am "Human Resources" would it not be my responsibility to know about new employees being hired, also the policies and standards of the company regarding HR processes, or how about a directive from management/directors of how they want these things buffered with staff and then enforced.
Answer= Human Resources is actually a very liberal term around here for glorified receptionist. No I do not need to know when new people are hired as it is now the responsibility of the Manager who hires the person to ensure they receive the necessary paperwork that is locked in my desk. No I do not need to know the policies and standards of the company regarding HR process as once again the Manager responsible for hiring the new employee will enforce and educate said employee of this information. Directive had been provided as “What is perfectly acceptable for you to inform staff who come to you with “these types” of questions is that you know nothing and to speak with Manager X, Y or Z”
Question 2! What is my scope of work, position, title, general job?
Answer= “If you could put together a detailed list kind of depicting what you have done in the realm of each of your days for the last couple weeks that would be great! Moving forward we will be looking into what each employee actually does do and making detailed scopes of who does what and co-ordinates with who.”
Question 3! What the hell is going on?
Answer= Uneducated management teams put all together to let staff provide them with information regarding positions and work flow is a dangerous combination. I know from experience since I hired one of my bosses simply because I didn’t want the blood on my hands from that department any longer. Now I understand that they are at a point where they don’t even know what is going on so they need us to tell them what is going on in order for them to even come close to being able to restructure and manage a work flow. But when you have two micro-managers who are naturally control freaks involved in this process this is never going to happen. There is no team in CONTROL FREAK. You can never have a functioning team with control freaks involved. Now what should happen here is A) start with management sitting down and deciding what their jobs and purposes and scopes are. B) Get the list from employees of what they are handling and hope nothing is forgotten C) then management needs to decide from there what each staff member is to be doing and who they report too. D) Unveil this new structure and work flow to staff. From there, guess what you will be able to see! Who is on bored, who is not on bored, where the short falls and who will be able to pick up what is dropped.
Now, Question 1! If I am "Human Resources" would it not be my responsibility to know about new employees being hired, also the policies and standards of the company regarding HR processes, or how about a directive from management/directors of how they want these things buffered with staff and then enforced.
Answer= Human Resources is actually a very liberal term around here for glorified receptionist. No I do not need to know when new people are hired as it is now the responsibility of the Manager who hires the person to ensure they receive the necessary paperwork that is locked in my desk. No I do not need to know the policies and standards of the company regarding HR process as once again the Manager responsible for hiring the new employee will enforce and educate said employee of this information. Directive had been provided as “What is perfectly acceptable for you to inform staff who come to you with “these types” of questions is that you know nothing and to speak with Manager X, Y or Z”
Question 2! What is my scope of work, position, title, general job?
Answer= “If you could put together a detailed list kind of depicting what you have done in the realm of each of your days for the last couple weeks that would be great! Moving forward we will be looking into what each employee actually does do and making detailed scopes of who does what and co-ordinates with who.”
Question 3! What the hell is going on?
Answer= Uneducated management teams put all together to let staff provide them with information regarding positions and work flow is a dangerous combination. I know from experience since I hired one of my bosses simply because I didn’t want the blood on my hands from that department any longer. Now I understand that they are at a point where they don’t even know what is going on so they need us to tell them what is going on in order for them to even come close to being able to restructure and manage a work flow. But when you have two micro-managers who are naturally control freaks involved in this process this is never going to happen. There is no team in CONTROL FREAK. You can never have a functioning team with control freaks involved. Now what should happen here is A) start with management sitting down and deciding what their jobs and purposes and scopes are. B) Get the list from employees of what they are handling and hope nothing is forgotten C) then management needs to decide from there what each staff member is to be doing and who they report too. D) Unveil this new structure and work flow to staff. From there, guess what you will be able to see! Who is on bored, who is not on bored, where the short falls and who will be able to pick up what is dropped.
Question 4! Is it wrong to leave out half of the very important but small things I do around here which ensure that nothing gets dropped by operations or accounting as I know I will be leaving sooner than later?
Answer= “I don’t know”… I’m Just Some Girl!
