Vantaggi
Management Teamwork Engagement Activity Working Environment Employee Safety
Svantaggi
This company has highly experienced employees who have been working for years, yet everyone is treated like a servant here. HR is not responsible for purchasing toilet paper, tissue disposal, or fixing chairs! Tables remain dirty, and instead of proactive solutions, we are asked to first send a picture of the mess. Whenever there is an activity, everyone enjoys it while HR is busy serving food and taking hundreds of photos. In no other organization is HR responsible for clicking endless photos and making videos. If videos are so important, why not hire a video editor instead? HR is not meant for video production. Even parking issues are directed to HR. When your company policy states that you provide safe parking, where exactly is it? When you have no real solution, you tag another HR in the hiring group and tell employees to message me for parking issues. How am I supposed to create safe parking? The location you suggested for parking does not seem safe at all. If safe parking isn’t available, then let employees park inside your home instead! There is no concern for employees’ safety here. Employees are expected to work all day and then continue working late into the night. A business cannot function like this, where you ignore all messages during the day and then suddenly become active after 7 PM, expecting employees to respond instantly. Our office hours are from 11 AM to 7 PM—what’s the point of setting these timings if you don’t follow them? Where are you all during work hours? You can’t just decide that employees should drop everything and open their laptops at your convenience. Even when tasks are completed on time, you still find a way to cut salaries by calling it a process gap. Where was this mentioned in the offer letter? If tasks aren’t completed within the given period, you deduct salaries—but this should have been clearly communicated to employees from the start. If you keep deducting salaries for every little thing, what will employees even be left with? Whenever we approach you for discussions, you say We’ll discuss it later. How do you determine performance-based deductions? No one has a clear understanding because there is no consistency. You tell different things to different employees—this is not how an organization should function. Running a business requires intelligence—knowing what to do, when, where, and how. At the very least, you should consider employees’ safety! And about the farmhouse party—was I begging or pleading in front of the sir just to delay cutting the cake until we clicked a team photo? HR was given an unnecessary lecture for no reason, despite having no fault in the matter. That entire discussion was completely pointless. Female employees work here, but not all of their families allow them to participate in certain activities. We informed you about this beforehand, yet you ignored it. Even on the event day, we reminded you, but you still ignored it. When you don’t have an answer, you simply divert the conversation and shift the blame onto HR. Every issue is just brushed off with Talk to HR, Talk to HR! Why always HR? Employees work all day, and then you ask them how much work they’ve done. Put yourself in their place, and you’ll understand. You assume that tasks take 2-3 hours based on your calculations, but you don’t consider the actual effort behind it. Even after all that effort, you send a message saying Leave will be applied for today—as if we were doing nothing all day! When an employee had an accident while on company duty, instead of addressing their safety, you said, Keep your phone and helmet safe! What was the meaning of that? Phones and helmets can be replaced, but a life cannot. And even in yesterday’s incident, your first concern was whether your car was safe—not about the employees involved. So, your safety matters, but employees’ safety doesn’t? No organization conducts useless activities just for the sake of it. Only those with no real work do such things to engage people. Even for activities, we don’t get approvals on time, and when we do, there are 50 changes! Delete this, send that instead, modify this—no one has time for your unnecessary demands. For every activity so far, approvals have either been delayed or come with last-minute changes. In the cricket activity, you asked another manager whether the event was handled properly—why are you poking around unnecessarily? The same happened during the Holi activity. You just give ratings based on your opinion, without understanding the actual effort behind it. For you, everything is just about mathematical calculations. Why should HR be responsible for replacing dustbins? That is the company’s responsibility. HR shouldn’t have to keep track of when tissue paper, toilet paper, or disposal bins are running out—that’s not part of our job. Tomorrow, you’ll ask HR to clean the dustbin too! HR is here for work, and we are paid for that job—not for janitorial duties. If that was our job, we wouldn’t have spent years studying and earning degrees! Fix your company’s management, and you’ll see how much it grows. Employees will stay, and the work environment will improve. Right now, every day, chefs are coming to the office, fighting outside, damaging employees’ vehicles, and police are being called. All employees are right in their own way—they all want safety !!