How do you handle the complex peoples in your workplace as HR manager?

This is a complex world where everyone has his own ideas and problems. So everybody is somewhat different from each of us. The term "Complex" is a very odd term given. Its like giving a prisnor his no. So, if we find anyone is not trying to cooperate, we must know the reason. Its not smart to throw a person out of a job only becaz we r not being able to solve or relate to his problem. Everybody in this world is governed by some basic necessities and some more complex ones. When the basic ones r secured we turn to the more complex ones, like peer presure, home envioronment, job profiles,physical condition etc. So to understand a person we must give him/her the time they require. Firing may be the last option we can have. But before tt we must understand tt the biggest resource in any industry is the human resource.

Increasing communication is the best way to handle the people ,if there is any thing wrong or anyone is not fulfilling their duty or creating problem ,the best way is to communicate and try to find out the reason behaving such things .firing is not the solution chance for improvement should be given to them even if in that case their attitude doesn't change then we can think about firing

Well all that you have said , Its a nice way to handle the situation Sir.. But just to add on few points first of all Complex people are those people, who are very difficult to handle. Either they are difficult to handle  or we find ourselves difficult to handle them. So lets analyse who is complex in this case. is it you ( me) or him/her. Its the behaviour which is very complex and difficult to handle and not the person... Its the comfort zone in which we are , there is  a complex.. So if we stretch our comfort zone and ask them to stretch their comfort zone , i guess the complexity can be solved. this comfort transition zone can be achieved by keeping their self esteem and also at the same time by maintaining a good relationship. i guess if there can be any bahavioral training programme done for these complex people might be that we can achieve the results. What you think Sir?

To be a good HR Manager, you have to be a Team Player.  You should be able to pick the non-verbal cues and body language of the person to understand his inner motive and correct the person, otherwise he would become a deterrant and corrupt the minds of others, so easily.  Address the problems in open and if change suggested, see you can administer change well within the purview of the corporate's objective.  Give a good and conducive working atmosphere and treat every human being according to his merits and help him correct his innocuous behaviour without offending him.  Inter-personal communication, of course, build a good working culture.

As I earlier wrote that the HR manager should communicate with that particular person and try to find the solution. And my dear friend behind every problem there is a solution.

Mr. Raju, what I really meant is there must be a solution to every problem. Whether, you must meet a deadline or in some cases the problems can be handled over time. With the proper approach you will be able to come to some compromise with the complex people.

If you are placed in a position and cannot handle the work then it will be better to quit be it HR or auditing. If I cannot handle my job properly I will definitely move on.

Well said Viktor. There is nothing more I can add except to say that in every workplace there is a solution to every problem that exist or comes up. If the HR cannot handle the problems then they are in the wrong place.

In an organization, people from different background come. This is the reason their behaviour or reaction towards certain issues also differ, a good manager should first sit, talk and understand the problem of the person and try to come up with a solution rather than taking any instant action. By this process of making employees comfortable, he will gain their love and respect and get more and efficient team work from them.

FIRST, YOU MUST SEPARATE THE PROBLEM FROM THE PERSON.

- The Constructive Confrontation Cycle. One of the best advices given by Henry Cloud: Go hard on the issue & soft on the person. In other words, when you need to confront a staff member, bring to the table both your high work expectations & standards & a sympathetic ear. Focus on what you want to get out of the confrontation. To solve the problem, make the relationship stronger, help the person develop & empower the development.

- In a constructive confrontation cycle engage difficult employee in conversation, create a written covenant or an agreement. Schedule & conduct regular feedback & monitoring sessions. Celebrate the accomplishment of short-term goals. Repeat process until long-term goals have been achieved.

- Progressive Discipline. If you have engaged in constructive confrontation with an employee who continues to be difficult, it’s time to use the extensive counseling & documentation you’ve built up to begin a formal program of progressive discipline. Progressive discipline offers difficult employees a chance to turn their situation around, under the looming threat of dismissal.

- Give positive feedback in public, but give reprimands in public.

- Termination. Sometimes there is no other option left for the manager to deal with incorrigible people in the work place, termination is the only answer. Be as diplomatic as possible to avoid any further confrontation in your work place. Trust that you are doing the right thing for your business and then make sure you follow all the correct procedures with the support of your HR department.

- If you do need to terminate someone’s employment, the best time is at the end of the workday, preferably at the end of the week; make a point to call a meeting the next workday to notify your other employees in person. Every Manager faces difficult people while they are in the process of achieving organizational objectives.

The focus of a manager should be the company’s objectives & not the person who makes his job & your job difficult.

You need to skillfully pull out the weeds as & when they appear.

First of all, who comes into the tagged name of "Complex People"?

A person can be named complex (rather thought of being complex) if people around him/her find his/her thoughts/actions to be non-consoncance.

Many a times, at workplace,managers/subordinates tend to tag a person complex ,if there is such a situation.

Before jumping to any conclusion, a person (manager/HR/subordinate)should take a cognizance of the following facts and ask these questions.

1) Is it something related to me,my actions,my inability to address his/her concern,that makes him a complex person?

2) Did i initiate a healthy and mutually agreeing dialog?

3) Am i acting in a prudent and rational manner before taking any decision?Did i analyze the situations which resulted in the person being termed complex?

4) Is it something that he/she is finding it hard to adjust to relatively under qualified/mis managed team?

5) Most important, am i a patient listener and relatively devoid of ego hassles?

Hence, communicating with such people with the honest intent to come to a solution,share facts and figures,leaving aside personal grudges and ego hassles, is definitely a sound proposition.

-Dipankar

The person should be given aequate opportunities and counselling to change his behaviour. But if all efforts fail then you can fire him as the last resort to protect the organization's interests. This will ensure a clean image for the organization regarding it's fairness among his peers.

Firing can increase enemies and firework can be used only against enemies so it can not work there.

Once you have attained a HR Manager position, i think you have reached that position because you were the BEST among those complex peoples. But always its good to support them , stand by them , keep a eye and tell them personally wats their negativity leads to...... 

It is very true that handle a complex person is not a easy job for an HR manager but when such type of situation create in that case an HR manager should talk with him/her and try to change complexicity into simplicity. And the most important thing is whenever you join any organization you should follow organization's norms. You have to sacrifies your your way of working, you should accept the work culture of there. you can't impose your way of working but if organization accept  his or her working style then you can give your best.

So I want to finish with this statement that a complex person can't be as much complex that he/she couldn't understand these lines.

Yes Mr. Gargi.  You are 100% correct.  There could be something like his hidden potentialities and by discussion bing evoked in his own interest.  Being assertive with an element of sympathy towards him would heal the mind of such people and he can be persuaded to become responsible and an amenable employee.  Nice blog and a practicle example of difficulty being experienced in many industries not only by HR but by all his peers.

We should remember that we are Managers of Human Relations in our companies.   Before increasing the communication with any individual, please understand why the person does not want to listen to you.  Break the ice and then plan to increase the communication, so that they agree with your thoughts. 

Firing the person will be the easy way out, then why would we need HR Department. What i think is that every human being is blessed with competence to work, no one is incompetent. The only differentiator is identifying the right potential, and putting right people in right place for improved efficiency; here the HR & Line Manager must work mutually to find the way out.

Of Course increase communication, as an HR; Try to find out underlying " INSECURITIES" both of Line Manager & the employee / worker. Try to find out root cause for such Behavioral tendency. Address those issues arising out of the problems identified. Find the stress factors ( Professional / personal problems related ), issues related to hygene factors of the Job the worker is handling. Detailed Job identity analysis vis-a-vis the personality in question needs to be addressed.

Clearly communicate WhaT IS EXPECTED from the worker. There should not be any ambiguity in communication. There has to be complete Feedback Cycle on performance. And Ofcourse here MBO ( Management By Objective) will be great help in reducing the tension.

We human beings in general are quite complex and at times we do run into even more complex people.  A human being is basically more complicated than his thoughts. Obviously, you are not going to be interacting and or working with people with like minds at a work place. Whether you like it or not but at a workplace there is no option but to hold hands in spite of differences. But it all depends on how you cope up with such people. If you are in a situation where you find no answer or solution as to how you will deal with the person who is complex, then I believe that you are more complex than the other person, who you think is complex.

It is not easy to cope with people who are complicated for sure. But I would do the following to at least try and cope with complex people irrespective of the place:

- Open communication in very important

- People skills play a very important role when it comes to dealing or managing complex or non-complex people.

- Keep it simple

- Be patient

- Listen

- Ask questions but don’t embarrass the person.

- Complicated people are lost and they might find it hard to explain themselves

- Help them open up

- Try to see things from the complicated person’s eyes; you might be in a better position to understand him or her then.

- Be it home, school or workplace, understanding is the base for every relationship

Healthy atmosphere at home or work is what enhances relationships and in turn the business!!

One fine day, a bus driver went to the bus garage, started his bus, and drove off along the route. No problems for the first few stops-a few People got on, a few got off, and things went generally well. At the next stop, however, a big hulk of a guy got on. Six feet eight, Built like a wrestler, arms hanging down to the ground. He glared at the Driver and said, "Big John doesn't pay!" and sat down at the back.

Firing is not solution of any problems. Proper and effective communication lead to resolve the issues.  One must have good knowledge of psychology handling of others.

First communicate...try to solve........

Handling complex people leads to waste of time, it leads to bringing down the team efficiency and it also affects the co workers adversely. When you need to confront a staff member, bring to the table both your high work expectations & standards & a sympathetic ear. Focus on what you want to get out of the confrontation. To solve the problem, make the relationship stronger, help the person develop & empower the development. Engage difficult employee in conversation; create a written covenant or an agreement. Schedule & conduct regular feedback & monitoring sessions. Celebrate the accomplishment of short-term goals. Repeat process until long-term goals have been achieved.

I personally believe to handle complex peoples in the workplace , the best way is to increase the communication with him. It will help to understand the person and vice versa.