Hi,
An employee in a company who performs very well - consistently meeting his targets every month. However, this employee takes 3-5 days of leave each month without informing management. Despite receiving a serious warning from the manager not to repeat this behavior, the employee continues to take unauthorized leave.
What actions should be taken regarding this employee?
Looking forward to your response.
Radhika.
From India, Hyderabad
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An employee in a company who performs very well - consistently meeting his targets every month. However, this employee takes 3-5 days of leave each month without informing management. Despite receiving a serious warning from the manager not to repeat this behavior, the employee continues to take unauthorized leave.
What actions should be taken regarding this employee?
Looking forward to your response.
Radhika.
From India, Hyderabad
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Hi Radhika,
If he is such a good performer, you can talk to him personally, asking about his problem (i.e., if there is any) for which he is not showing up some days every month. As you have mentioned, even after receiving warning letters from the management, he is repeating the same thing; maybe he is facing some major problems that he is unable to share. Give him a chance to justify himself.
Even after that, if he continues to remain absent without providing reasons or notifying the management, then treat it as a serious offense/behavioral problem. Therefore, issue a show cause and terminate his employment.
Tina
Exec. HR
From India, Calcutta
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If he is such a good performer, you can talk to him personally, asking about his problem (i.e., if there is any) for which he is not showing up some days every month. As you have mentioned, even after receiving warning letters from the management, he is repeating the same thing; maybe he is facing some major problems that he is unable to share. Give him a chance to justify himself.
Even after that, if he continues to remain absent without providing reasons or notifying the management, then treat it as a serious offense/behavioral problem. Therefore, issue a show cause and terminate his employment.
Tina
Exec. HR
From India, Calcutta
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Terminate him!!! "Organization is Bigger than individual" If he/she is not complying with company policy, even though good in his work, meeting targets is a responsibility. (No excuse) Keeping this kind of employee would wrongly educate good employees too. It's better to give him one more harsh/final warning. If he does it again, no discussion, just terminate him.
Regards,
Admin_HR
Email: hr.chennai007@gmail.com
From India, Coimbatore
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1Regards,
Admin_HR
Email: hr.chennai007@gmail.com
From India, Coimbatore
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My point is, he should not be terminated. Formally or informally, we should talk to him and try to solve his problems as soon as possible. The problem might be unavoidable, or he can't escape from it.
From India, Hyderabad
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From India, Hyderabad
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Hi Radhika,
Discipline is the most important, and it is the duty of the HR Department to maintain that. By not doing so, he is creating a negative impact on other employees, which is not good for your organization. Please ask your management to terminate him.
Shipra
From India, Ghaziabad
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Discipline is the most important, and it is the duty of the HR Department to maintain that. By not doing so, he is creating a negative impact on other employees, which is not good for your organization. Please ask your management to terminate him.
Shipra
From India, Ghaziabad
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Hi to all,
I agree with Shipra, but before terminating him, must give him another chance to complete his attendance as per company norms. It is HR's duty to contact him and discuss if he has any problems. Showing sympathy towards him will be encouraging.
From India, Delhi
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I agree with Shipra, but before terminating him, must give him another chance to complete his attendance as per company norms. It is HR's duty to contact him and discuss if he has any problems. Showing sympathy towards him will be encouraging.
From India, Delhi
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Hi All,
I agree with everybody that such kind of behavior cannot and should not be tolerated, and that it gives a bad impression to other employees about the tolerance of the management for wrong behaviors.
But the dilemma here is that the employee has been a "good performer"; if it had been a poorly performing employee, there would not be any hesitance to remove him/her. However, to remove an employee who is good at his duties is something the management rarely agrees to.
We as HR can suggest removing him/her, but then the management never agrees. I have faced the situation myself and found no solution to the situation, however hard I tried, other than trying patiently and assertively to change the employee through emails, warnings, salary deductions, meetings, etc.
Thank you.
From India, Mumbai
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I agree with everybody that such kind of behavior cannot and should not be tolerated, and that it gives a bad impression to other employees about the tolerance of the management for wrong behaviors.
But the dilemma here is that the employee has been a "good performer"; if it had been a poorly performing employee, there would not be any hesitance to remove him/her. However, to remove an employee who is good at his duties is something the management rarely agrees to.
We as HR can suggest removing him/her, but then the management never agrees. I have faced the situation myself and found no solution to the situation, however hard I tried, other than trying patiently and assertively to change the employee through emails, warnings, salary deductions, meetings, etc.
Thank you.
From India, Mumbai
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Attitude and Dicipline is above all and is more important than the achieved targets, he has to be terminated if the case is repeated for more than 3 months now. regards Madan
From India, Bangalore
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From India, Bangalore
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Hi Radhika,
If an employee is a good performer, you should ask for the reason for taking leave because an employee who is performing well may not typically be so irregular and undisciplined. You should give him a chance to manage the leave. If he is not following the rules of discipline, I think you should terminate him. Discipline is the most important aspect, and it is the duty of the HR Department to maintain it. When one employee breaks the rules and regulations, other employees may also do the same.
Both the organization and the employee are important, but maintaining discipline is a must. If you give him a chance to improve and issue a warning letter after that, it is because of the good performance of the employee and the importance he holds.
I believe this advice will be helpful to you.
Thanks and regards,
MINESH KUMARI
From India, Delhi
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If an employee is a good performer, you should ask for the reason for taking leave because an employee who is performing well may not typically be so irregular and undisciplined. You should give him a chance to manage the leave. If he is not following the rules of discipline, I think you should terminate him. Discipline is the most important aspect, and it is the duty of the HR Department to maintain it. When one employee breaks the rules and regulations, other employees may also do the same.
Both the organization and the employee are important, but maintaining discipline is a must. If you give him a chance to improve and issue a warning letter after that, it is because of the good performance of the employee and the importance he holds.
I believe this advice will be helpful to you.
Thanks and regards,
MINESH KUMARI
From India, Delhi
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Hi Radhika,
I agree with all, but I have two to three points as listed below:
1. No doubt, the employee is a good performer but not the best because he is achieving his targets but not trying to achieve more than that. Maybe the target set by the company is easier for him to reach, and the problem can be solved by giving him more workload.
2. Being an HR professional, we should be assertive, so we can't fire an employee without consulting, and our duty is to help solve his personal problems to some extent.
3. Company discipline and norms come first, and no problem should be significant enough to allow him to take 5-6 days off without prior intimation.
Try to consult with him empathetically and then come to a decision considering all aspects and consequences. I hope you agree.
Regards,
Ruchi Shukla
HR Executive
From India, Bhopal
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I agree with all, but I have two to three points as listed below:
1. No doubt, the employee is a good performer but not the best because he is achieving his targets but not trying to achieve more than that. Maybe the target set by the company is easier for him to reach, and the problem can be solved by giving him more workload.
2. Being an HR professional, we should be assertive, so we can't fire an employee without consulting, and our duty is to help solve his personal problems to some extent.
3. Company discipline and norms come first, and no problem should be significant enough to allow him to take 5-6 days off without prior intimation.
Try to consult with him empathetically and then come to a decision considering all aspects and consequences. I hope you agree.
Regards,
Ruchi Shukla
HR Executive
From India, Bhopal
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