Questions Hitting HR

I have risen through the ranks in the company I work for to become manager of my department. I find it very difficult to get my former colleagues to do what I want and they are supposed to do. What can I do to salvage the situation? 

ANS: If you have been promoted to a managing position, it is because you have worked hard and you have the required skills for it. Believe in yourself; self-confidence inspires confidence, and this is the first step toward success. Some people change when they start to handle responsibilities and it can bring tension to the team. You have to keep in mind that the employees you now manage are your former colleagues. Do not denigrate them or act like you do not know them anymore. Nevertheless, being a manager implies a certain distance vis-à-vis your ex-colleagues. Gossiping, criticizing the management or other employees and taking sides in altercations must be forgotten. You now have to be irreproachable and an example. Do not be partial. Be professional and make yourself indispensable; a good manager is someone who is admired for his human qualities and his expertise. Show them why and what they can learn from you. Communicating how you plan to support and gain insight from them is also a positive way to show you are not coming in with the intent on changing everything right away. 

I hold an MBA in finance and been working with this company since 2005 till date. I have been to so many interviews to help change my job but I fail in answering the question “why do you want to change your job?” What could be the best answer to give my interviewers? 

ANS: It is best to be positive and reassure the employer that you are not leaving your job to escape being fired or because you are hard to work with. Then, say something nice about this opportunity and/or employer. Finally, add a closing statement that answers the question in a way that reflects well on you. 

For example, “Growth is limited in my current employer’s organization because it is relatively small, so I need to look elsewhere, outside of the current organization, and this opportunity looks very interesting to me because…”  

Be very careful not to bad-mouth your current employer in answering this question. The best things to think about is the good things about your current company and spill them out. 

I have been working in an institution for the past 4 years. When I commenced work, I was given an appointment letter stating a 6 months’ probation period. The period passed without me receiving any confirmation letter.  I have made constant follow up on my confirmation status as a staff. Can I sue my employers for not confirming my appointment all these years? 

ANS:

   1.  Always explore peaceful or win-win methodologies to solve issues 

   

  2. No employer wishes  to employ a litigant – so “suing” should always be avoided  and nowadays, workplace conflict, arbitration or alternative dispute resolution  (ADR) is the preferred option to going to court 

  3. In some organisations where an HR practitioner is not in place or an unstructured environment, or even in structured organisations,   confirmation letters are inadvertently overlooked.  A gentle reminder to the appropriate supervisor should resolve that.  If this takes longer, you are either speaking to the wrong person in the organisation or that the drivers of the organisation do not place much value on that particular type of paperwork.  The employment relationship is forged and continued based on several things including the employee accepting to work for an agreed upon remuneration package.  Your continued decision to work means you accept the conditions that go with the employment relationship.  Have a genuine discussion with your employer that you are uncomfortable with not having a confirmation letter and ask what you can do to facilitate a quick solution.