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by four-eyes 1 view

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I've been recently promoted to CIO/technical manager in a modestly small company of 15 developers. I have close ties with all my co-workers (I actually recommended all of them for hiring to my bosses). Recently, the big bosses have implemented some stricter rules regarding employee tardiness, limitations on company reimbursements, employee benefits, (all which I have carefully evaluated as reasonable and fair to both sides). However, I have been bearing the brunt of my co-workers complaints regarding these new company guidelines eventhough we have HR staff. They're telling me the new rules are too strict, to anti-employee, even unreasonable. I know they look to me as someone on their side and who can defend them but how can I tell them (without looking like the bad guy) that management's on the right track about the new rules? To be honest, management has been VERY LENIENT and forgiving with them for quite a long time. I feel like i'm walking a tightrope between management and the employees. Any sound advice out there? I really need some right now...

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by oldefar

You are fortunate in that you can support the company line after analyzing the situation.

I don't know your team, but depending on their attitudes I would either give them my perspective, or I would lead them towards doing their own analysis and expect a similar conclusion.

Of course, some people like to gripe if their ice cream is cold. It that's the case, just let it slide. These types are not looking for change, and not looking for agreement. They are just enjoying complaining.

by four-eyes

Right about some people just wanting to complain and complain... It just amazes me just how much you dont know about a person until they complain to you...

Nevertheless, I just tend to believe they're all good people, otherwise, I wouldn't have recommended them.

by timwalsh

After moving up from the "ranks", one of the challenges many new managers face is seperating the friendship aspect of his relationship with former peers from his duties and responsibilities as a manager. Usually you can't constantly win the popularity contest and still be an effective manager at the same time.

As a "middle" manager, you of course are expected to look out for your subordinates best interests, represent them when dealing with upper management. But you are also expected to enforce managements policies and look out for the best interests of the company from a business and financial standpoint.

It sounds like many of your new subordinates have never worked elsewhere, and thus have been spoiled by the companies previously lenient policies. Of course, change in any work environment (especially if the change is stricter policies) is usually not welcomed by employees, employees who have no experience outside the current environment usually end up being especially unhappy (and vocal about it).

Since you have already made the assessment that the policy changes are in fact fair and reasonable (probably based on your experience elsewhere?), you will need to do your best to explain to your employees how you arrived at your conclusion. Explain it in terms of company financial health. Explain it in terms of consequences if these policies aren't implemented. For those few employees that will complain no matter what, you can always take the tack that they arefree to find a better deal elsewhere.

One of the downsides of the management role is that sometimes you just HAVE to end up being the bad guy. If some employees refuse to (or can't) understand the rationale behind these policies, you may just have to tell them that this is the way it will be from now on and that they need to deal with it.

by four-eyes

Actually, you're quite right about the employees being spoiled by the company. All the employees (including me) all have had previous work experience from other "bigger" companies though. I've observed that one of the things they're not used to is that employees' behaviour and performance in bigger companies are not subject to as much scrutiny as they are in a smaller one (since there's less people, management tends to notice individuals more keenly).

Well, i've resigned myself to being themediator of both sides since I see there's no escaping it. True enough, I cant make everybody happy. It's hard enough trying to be tactful all the time especially if you get complaints most of the time plus the usual office politics (but then again,I have to understand these guys on an individual basis)... My head hurts...

Am I doing too much? Too little? Maybe I need to see a psyche. Management training sure was easier to learn than apply...

Thanks for the feedback though.

by master gunner

Tell your HR reps you need some none threatening, user friendly explaination of benifits and clarification of policy letters. Believe it or not, HR can help put things in perspective for employees. Ask your rep to address specific issues that the employees are concerned about, but also make sure you get to filter it before it goes out. Otherwise it can hit like a hammer.

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