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Posted: 2008-05-19 07:45
Every Manager including this VP's direct reports have now complained regarding his management style (excessive micro-managing, unhappy customers, poor leadership). As the HR Director, I hear everyone's concerns and obviously typically reply with communicate your challenges directly to him, go through chain of command, or maybe our organization is not a "good fit" and you can resign if you disagree with their style of management. This VP is very defensive and truly puts the wall up when anyone tries to disucss concerns or operation issues.
Nobody wants to go over his head to the Pres., but employees are now disengaged and I fear several may resign. I, unfortunately, report to this individual as well and while I want to remain objective... I can also see the issues.
While one never wants to go over his/her boss's head, I think I am compelled to do so. We are a small line of business, withthe VP located at corporate HQ out of state and removed from this situation... thoughts?
HRbuddy
Joined: May 19, 2008 Posts: 2
Posted: 2008-05-19 07:47
[quote]
We are a small line of business, withthe VP located at corporate HQ out of state and removed from this situation... thoughts?
[/quote] Apologies, the VP is local with the President out of state at HQ.
cynbrandt
Joined: Nov 11, 2003 Posts: 1782
Posted: 2008-05-19 09:07
If you have attempted to address your own concerns with the VP, he's failed to change his behavior, and you can quantify the impact he's having on the company, then it may be appropriate to go over your boss's head.
Before you go, however, you need to know what kind of working relationship the VP and CEO have, and what kind of credibility you have with the CEO. There is always a certain risk that by going over your boss's head you will find yourself seeking other employment.
rrupert
Joined: Feb 15, 2006 Posts: 1617
Posted: 2008-05-20 07:20
Personally, I would only do it if I had an escape plan. And only if it were the last resort prior to actually leaving the company. Because there is always a large chance that it will backfire. If it does, you should have a backup plan.
While someone else asked about the relationship between the VP and the CEO, I would also consider the relationship between you (HR) and the CEO. HR usually falls into one of two categories: (1) Strategic -- where the head of HR has "a seat at the main table", helps manage the employment resources and gives input into the management of the company OR (2) Administrative only -- Basically a paper pusher with no real authority or management of the company.
I don't know which one you fall into. I can say if you fall into #2, you are much less likely to be heard.
gwehsels
Joined: Jul 08, 2003 Posts: 4
Posted: 2008-06-03 14:53
It would appear that the VPs 'Management Style' isn't management at all; it's bullying and demonstrates zero leadership ability! Does the CEO really know what's going on in the trenches? Does he realize how demoralized his people are? Does he have the same management style? If he does, vote with your feet because he can't see the forest for the trees.
Jim Clemmer,(www.clemmer.net) a leadership trainer in Canada, has written an excellent book called "Moose On The Table" which has almost the exact senario as you describe. Everyone on the leadership team under this VP is afraid to confront him and his unacceptable behavior.
How about conducting an employee survey of the VPs direct reports and give it to the CEO? How about a focus group session with the CEO and get the Moose off the table? It takes courage to confront a bad situation. Most bullys cave-in when the light of truth about their actions is revealed. Have some courage... there are other HR positions with better companies.
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Posted: 2008-05-19 07:45 
