Evil Indian Managers!! (Inspired by Blog named EVIL HR LADY!).

 #528

The Finicky Nature of Indian Bosses: A Hindrance to Employee Growth and Well-Being

In my 28 years of corporate experience, spanning from 1985 to 2012, I encountered a workplace culture that, despite its occasional challenges, generally allowed for reasonable personal autonomy. Whether it was taking a vacation, leaving early for errands, or pursuing further education, the protocols were clear, and approvals were typically granted without unnecessary hurdles nor any questions asked for reason. "I apply, I left- I came back" resumed work, No questions asked. Yet, reflecting on recent trends and anecdotes from friends and colleagues, I am appalled by how drastically things seem to have shifted.

Indian managers, even those in multinational corporations, appear increasingly finicky and controlling. Denial of leave requests, reluctance to allow employees to leave a few minutes early for personal errands, and a general lack of support for employees' educational aspirations are becoming alarmingly common. This micromanagement and lack of trust are not just frustrating but also detrimental to employee well-being and organizational growth. Many Employees feel they are humiliated but can't speak out for fear of retribution. 

The Underlying Issues

1. Insecurity and Inferiority Complex: I believe that the behavior of many Indian managers reflects deep-seated insecurities and an inferiority complex. There's a pervasive fear that supporting an employee's growth could somehow undermine the manager's own position. This insecurity manifests in a reluctance to delegate, an absence of succession planning, and a tendency to micromanage. The competence, EQ, (Even awareness!) of modern day Indian manager is appaling to say the least. In top notch organisations, the resume of such managers, would have directly hit the dust bin at first go! Great companies never allow a "FALSE +VE in "

2. Lack of Succession Planning and Delegation: A major issue is the lack of effective succession planning and delegation. Managers hoard tasks and responsibilities, fearing that sharing knowledge or empowering subordinates might render them redundant. This creates a stifling environment where employees feel their growth is limited and their contributions undervalued. 

   
   
   

3. Sadistic Tendencies: Unfortunately, it seems that a significant number of managers derive a perverse sense of satisfaction from wielding their power to deny basic requests. This sadistic streak not only hampers employee morale but also fosters a toxic workplace culture.

Poor Leadership: A Reflection of Organizational Culture

Since managers are often reflections of their bosses and leaders, this pervasive issue also casts a negative light upward on the organization's leadership. As the Tamil saying goes, "A saree is only as good as the thread used to weave it." If the thread is of poor quality, the resulting saree will also be subpar. Similarly, the quality of leadership within an organization is reflected in the behaviors and attitudes of its managers. When leaders fail to set a positive example and create a supportive environment, it trickles down, affecting the entire organizational culture.

The Ken Podcast Insights

Listening to Ken's podcasts, (The first two Years) particularly those discussing young Indian employees' reluctance to inform their managers about their aspirations for further studies like MBA programs, Career mentoring, Managers harassing directs, growth etc. highlights a broader systemic issue. Young professionals are afraid to express their ambitions because they fear retribution or being undermined by their managers. This fear stifles innovation, demoralizes employees, and ultimately harms the organization. 

Personal Reflections

Reflecting on my career, there was a time when I had to miss my sister's wedding due to a critical meeting with the CEO and Chairman. While this was an extraordinary circumstances done at my own will, my general experience was quite different from what many employees face today. I navigated protocols and received approvals for personal and professional growth activities without undue hindrance. The stark contrast between then and now is disheartening.

The Way Forward

1. Cultivating Trust and Empathy: Organizations must foster a culture of trust and empathy. Managers need to understand that supporting their employees' personal and professional growth will ultimately benefit the organization.

2. Training and Development: Providing training for managers on effective leadership, EQ, delegation, and succession planning can help alleviate insecurities. Encouraging a mindset shift from control to support will create a more positive work environment.

3. Employee Empowerment: Empowering employees by giving them more autonomy and recognizing their achievements will enhance their motivation and commitment. Celebrating educational achievements and providing opportunities for further growth will also help.

4. Transparent Policies: Implementing transparent policies for leave, early departures, and professional development can reduce the arbitrary exercise of power by managers.

Conclusion

The reluctance of Indian managers to grant basic requests or support employee growth is a significant issue that needs urgent attention. By addressing the underlying insecurities and fostering a culture of trust, empathy, and empowerment, organizations can create a more positive and productive work environment. This shift is essential for the well-being of employees and the long-term success of the organization.

As a seasoned professional who has witnessed the corporate landscape's evolution, I urge companies to prioritize these hygiene factors. Neglecting them will render any motivational strategies futile, ultimately leading to disengaged employees and stunted organizational growth. Also the Millenials, and Gen Z would react violently and be ready to face Insults in private and public domain at your own Peril! Managers career would be finished if such thing happens. So mend ways is the 2 Minute Warning! 

Karthik.

21/7/24 1030am.