Almost 70-80 employees were sitting and agitating against the company for their pending dues which the company could not pay on time.
Those workmen were given the golden shake hand by the company before entering the joint venture with one of the reputed MNC. The workmen were given quite handsome severance package along with lifelong pension, medical cover for self and family. Once upon a time this company was a blue chip company, however company was not doing good. Company had applied to BIFR. One of the measures was to sell few businesses or have the JV with some good company. The MNC wanted to enter India, and it was a great opportunity for them to enter through the JV with majority stakes. It was a great opportunity for both. The main condition was new JV would hire only required employees with new employment conditions. It was clear that redundant employees would loss the job.
I was the HR Head of a newly joint venture organization. This issue was supposed to be handled by the minority company as they had an agreement with the workmen.
What should we do in such a situation? It was a common gate for new JV company and another plant which they retained. The separation and integration plan were in the process. Few activities were as per the plan, but this agitation has put the hold on everything.
I had a discussion with the HR Head of that company who was operating from their corporate office. From the discussion, I got the impression that he was least interested to visit the plant and speak with the workmen. Our management was constantly in touch with the top management who was the ex-employer of agitating workmen. It was almost 3-4 days, workmen were sitting In front of the gate. Me and our plant head had a discussion and I suggested that why not speak with them and explain to them that they can take alternate actions instead of agitating In front of the company? We had a discussion with our CEO and he allowed us to go ahead.
We visited the site to have a discussion with the workmen and a few leaders. Everybody started speaking and we just listened to them. We had a candid discussion with them, explaining that there is no point agitating in front of the gate as it is a totally different company, we also assured them that we will arrange their meeting with their ex-employer. I realized they were really struggling to meet the livelihood, because the financial issues, however nothing was in our hand. It was a hot summer. I asked the admin team to arrange the temporary pandal, fans and water arrangement for them. We also arranged snacks and tea for them every evening. It was a small gesture, but it helped to break the ice.
After two days, the managing director of the company visited the factory. He explained in detail why the payment got delayed. He was a good man; however, he was also struggling to arrange the funds to run the show. Finally, workmen agreed to take back their agitations on the assurance of their pay out by the managing director.
This incident was a big learning experience for me. You may face situations for which you are neither responsible nor accountable, still you have to face those situations and help to solve the problem. This is the most difficult task when you don’t have any control on the situation, however you can face such incidents, with care and showing empathy.
I started the conversation, listened to them for almost an hour. I was compassionate with them, however at the same time, I was non-committal and firm on our stand that their fight is not with us but the company where they were employed earlier. I was empathic and my small gesture of arranging smaller things helped to break the ice. Somebody may say that's why we should arrange fans and tea for them. This may not be possible in every situation, but they were humans and loyal workmen of the company for so many years and they needed to be treated with respect.
I encountered similar or more serious situations in professional life. During all situations, the first thing I do, and that is to understand the context of the situation and give empathic listening to the people who are affected. I may not agree with them, but I always put myself in their shoes and try to understand their thought process. Another benefit by thinking like them is, I can predict what can be their next action.
(Opinions are purely personal & does not represent my organizations, current or past)
4 comments:
Very nice sir
AWSOME....the last few lines.....
.... (During all situations, the first thing I do, and that is to understand the context of the situation and give empathic listening to the people who are affected. I may not agree with them, but I always put myself in their shoes and try to understand their thought process. Another benefit by thinking like them is, I can predict what can be their next action.)
Thought provoking 👏🏻👏🏻👏🏻
Thank for sharing, it’s a casestudy for newcomer HR Professionals like me!
Dear Vinod, Awesome situational leadership 👍Compassion and Empathy are the seeds that gives instant fruits...Quality of fruits depends on quality of seeds! Pure for Sure, is personal value. I am sure that has created a magic for you. Keep it up!!!
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