Hi Sohini,
Please conduct a meeting when your reporting boss and her reporting boss are available. Approach the discussion in a friendly and polite manner to address the issues impacting the execution and progress of the project, leading to delays.
The organization cannot compromise on losses or delays due to various issues, especially caused by the unavailability of a single employee.
Before conducting the meeting, prepare a summary/report covering the following points:
1. Total number of full days present.
2. Total number of days with half-day leaves with intimation.
3. Total number of days with half-day/full-day leaves without intimation.
4. Project progress report before and after the issues were raised.
Having these reports during the meeting will make everything self-explanatory, requiring no further discussion. The issue will be resolved automatically.
Let's maintain professionalism. The organization can manage to a certain extent, but beyond that, it may not be possible. In such cases, it is advisable to apologize.
Vijay Srivastava
Assistant Manager
09999031767
From India, Gurgaon
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Please conduct a meeting when your reporting boss and her reporting boss are available. Approach the discussion in a friendly and polite manner to address the issues impacting the execution and progress of the project, leading to delays.
The organization cannot compromise on losses or delays due to various issues, especially caused by the unavailability of a single employee.
Before conducting the meeting, prepare a summary/report covering the following points:
1. Total number of full days present.
2. Total number of days with half-day leaves with intimation.
3. Total number of days with half-day/full-day leaves without intimation.
4. Project progress report before and after the issues were raised.
Having these reports during the meeting will make everything self-explanatory, requiring no further discussion. The issue will be resolved automatically.
Let's maintain professionalism. The organization can manage to a certain extent, but beyond that, it may not be possible. In such cases, it is advisable to apologize.
Vijay Srivastava
Assistant Manager
09999031767
From India, Gurgaon
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Hi,
Well, you might have received a lot of suggestions, but I would like to share something. First, try to determine the reason for her behavior. Investigate whether her behavior has been consistent from the beginning or if it has changed due to any particular reason or event.
What I can observe is that you may be either too lenient or too strict with your employees. Remember, excess of anything is detrimental. Try to uncover the cause behind her altered behavior.
Secondly, if she has decided that she does not want to work with you, do not compel her to stay as it could exacerbate the situation. Forced actions do not yield desired results. Therefore, simultaneously start searching for an alternative employee who can manage her responsibilities without her knowledge.
From India, Delhi
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2Well, you might have received a lot of suggestions, but I would like to share something. First, try to determine the reason for her behavior. Investigate whether her behavior has been consistent from the beginning or if it has changed due to any particular reason or event.
What I can observe is that you may be either too lenient or too strict with your employees. Remember, excess of anything is detrimental. Try to uncover the cause behind her altered behavior.
Secondly, if she has decided that she does not want to work with you, do not compel her to stay as it could exacerbate the situation. Forced actions do not yield desired results. Therefore, simultaneously start searching for an alternative employee who can manage her responsibilities without her knowledge.
From India, Delhi
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Hi,
According to me, when it becomes unbearable for you, you can warn her and inform her that due to her attitude, you are no longer working on this project (which she handles independently). It will serve as a lesson to her as well as others. I know this may seem harsh, but if you want to maintain discipline, you should make this kind of decision. If she improves, then you can assign her the same or another project.
Thank you.
From India, Mumbai
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According to me, when it becomes unbearable for you, you can warn her and inform her that due to her attitude, you are no longer working on this project (which she handles independently). It will serve as a lesson to her as well as others. I know this may seem harsh, but if you want to maintain discipline, you should make this kind of decision. If she improves, then you can assign her the same or another project.
Thank you.
From India, Mumbai
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thank you friends, i am applying all the possbile ways that u all have suggested...n the good thng abt it is she is bahaving normal now............ thanks all............... :)
From India, New Delhi
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From India, New Delhi
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Hi Sohini,
What you can do is better to terminate her so that other employees will not take you for granted. Anyway, your project is getting delayed day by day, so the best option is to select the right kind of person to handle this project. This way, your project will not be delayed, and others will be indirectly warned.
Regards,
Manjula Sharma
General Manager (HR & ADMIN)
From India, Delhi
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What you can do is better to terminate her so that other employees will not take you for granted. Anyway, your project is getting delayed day by day, so the best option is to select the right kind of person to handle this project. This way, your project will not be delayed, and others will be indirectly warned.
Regards,
Manjula Sharma
General Manager (HR & ADMIN)
From India, Delhi
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Hello Roy,
I understand that she is not interested in working. She may need counselling to understand the norms and the aftereffects of not adhering to the company rules and regulations. She must understand the difficulties the management faces because of her habit of coming in late.
As an HR professional, you can send a letter requesting an explanation, conduct a personal inquiry, and warn her as a final step. If she continues to come late with poor excuses, you may proceed with terminating her employment to maintain the decorum of your office.
Goodbye,
Sabarigiri
Coimbatore
From India, Coimbatore
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I understand that she is not interested in working. She may need counselling to understand the norms and the aftereffects of not adhering to the company rules and regulations. She must understand the difficulties the management faces because of her habit of coming in late.
As an HR professional, you can send a letter requesting an explanation, conduct a personal inquiry, and warn her as a final step. If she continues to come late with poor excuses, you may proceed with terminating her employment to maintain the decorum of your office.
Goodbye,
Sabarigiri
Coimbatore
From India, Coimbatore
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Hi,
I would say this is unprofessional behavior, and I am sure you have evidence of her absence in the office several times. You can document all that, consult your higher-ups, give a written notice to show cause, and set a deadline to correct her behavior. Otherwise, discuss the option of termination.
Regards,
Renu
From Singapore
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I would say this is unprofessional behavior, and I am sure you have evidence of her absence in the office several times. You can document all that, consult your higher-ups, give a written notice to show cause, and set a deadline to correct her behavior. Otherwise, discuss the option of termination.
Regards,
Renu
From Singapore
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Dear Sohini,
You have to conduct counseling with her. Everyone has talked to her in a friendly manner. However, in my opinion, your words may be friendly, but you are not establishing friendships within the organization. This may lead to others taking advantage of you. Therefore, remain composed and consider her and her family. Are there any reasonable problems with her? You need to gather information about her and her family's attitudes and behavior. Only then can you align with her in your approach.
Is this advice helpful?
Thank you,
Swaroop
From India, Hyderabad
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You have to conduct counseling with her. Everyone has talked to her in a friendly manner. However, in my opinion, your words may be friendly, but you are not establishing friendships within the organization. This may lead to others taking advantage of you. Therefore, remain composed and consider her and her family. Are there any reasonable problems with her? You need to gather information about her and her family's attitudes and behavior. Only then can you align with her in your approach.
Is this advice helpful?
Thank you,
Swaroop
From India, Hyderabad
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Pass the project to others and try to help the newone. Don’t give her any work for one week. Regards, Dwarika
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Hi Sohini Roy,
A small suggestion: first, have a small discussion with her and understand what her main problem is. If the problem is justified by her, provide a good solution to her. If the main problem is timings, provide her flexible timings so that she can complete her targets and projects. Handle her carefully because she should not be vexed with your vague discussion. As an HR professional, you need to understand her main problem.
All the best.
From India, Hyderabad
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A small suggestion: first, have a small discussion with her and understand what her main problem is. If the problem is justified by her, provide a good solution to her. If the main problem is timings, provide her flexible timings so that she can complete her targets and projects. Handle her carefully because she should not be vexed with your vague discussion. As an HR professional, you need to understand her main problem.
All the best.
From India, Hyderabad
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