What steps should an HR take when one of the top performers has an attitude problem that creates issues for other teammates? Despite receiving warnings, there has been no improvement. The company cannot afford to lose him because even the clients are impressed with him. Suggestions are needed from experts.
From India, Gurgaon
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1From India, Gurgaon
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Hi,
Let's stick to the basics. If an employee has an attitude problem that is affecting other team members and there is no change even after a warning, please document the issue. Give the employee time to change, clearly indicating in the documentation that if there is no improvement in 30 or 60 days, the employee will be asked to leave.
It really doesn't matter if the employee is the best performer or has a good reputation with clients. Necessary action must be taken; otherwise, more employees may leave due to dissatisfaction, and there is a risk of other employees adopting a similar attitude.
Keep it simple: ensure proper documentation, provide time for the employee to change, and if there is no improvement, termination of employment should follow.
From India, Chennai
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Let's stick to the basics. If an employee has an attitude problem that is affecting other team members and there is no change even after a warning, please document the issue. Give the employee time to change, clearly indicating in the documentation that if there is no improvement in 30 or 60 days, the employee will be asked to leave.
It really doesn't matter if the employee is the best performer or has a good reputation with clients. Necessary action must be taken; otherwise, more employees may leave due to dissatisfaction, and there is a risk of other employees adopting a similar attitude.
Keep it simple: ensure proper documentation, provide time for the employee to change, and if there is no improvement, termination of employment should follow.
From India, Chennai
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Dear Rashmi,
Behaviour is part of performance, and don't look at workplace activities in isolation. If some chap is using his quality work as a bargaining chip, he needs to be counseled. If he still remains adamant, you need to take disciplinary action against him.
This is where the leadership of a leader lies. Leadership should not develop cold feet because of the fear of losing the employee (please note the correct spelling is "lose" and not "loose" as you have written). It is leadership that shapes the organization's culture. While you may retain a person who goes on rubbing others the wrong way, it will also vitiate the organization's culture. Have you or your management calculated the cost of demotivating other employees?
By the way, in this very forum just yesterday, there was an article on attitude. Check the following link:
https://www.citehr.com/383761-attitu...ppraisals.html
Ok...
Dinesh V Divekar
*Beware of false knowledge; it is more dangerous than ignorance.*
From India, Bangalore
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Behaviour is part of performance, and don't look at workplace activities in isolation. If some chap is using his quality work as a bargaining chip, he needs to be counseled. If he still remains adamant, you need to take disciplinary action against him.
This is where the leadership of a leader lies. Leadership should not develop cold feet because of the fear of losing the employee (please note the correct spelling is "lose" and not "loose" as you have written). It is leadership that shapes the organization's culture. While you may retain a person who goes on rubbing others the wrong way, it will also vitiate the organization's culture. Have you or your management calculated the cost of demotivating other employees?
By the way, in this very forum just yesterday, there was an article on attitude. Check the following link:
https://www.citehr.com/383761-attitu...ppraisals.html
Ok...
Dinesh V Divekar
*Beware of false knowledge; it is more dangerous than ignorance.*
From India, Bangalore
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Please do not jump horses. Attitude problem means? Is he discouraging, demotivating, belittling team mates? What about the attitude of the team mates?
From India, Bellary
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From India, Bellary
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Dear Ms. Rashmi,
Due to a lack of information, I am not in a position to disclose my suggestion regarding your query. Also, I need to interpret the ATTITUDE ISSUE of your employee precisely.
1) Have you conducted a ROOT CAUSE ANALYSIS for the ATTITUDE issue noted in your TOP PERFORMER?
2) What kind of BEHAVIOR (ATTITUDE) is noted that is affecting or creating issues with other teammates?
3) What kind of ISSUES are being created within the TEAMMATES due to this PERSONALITY?
4) What is the LEVEL OF IMPACT on TEAMMATES? Also, you need to define the REACTIONS/RESPONSES noted or received from TEAMMATES?
5) Define the BEHAVIOR (ATTITUDE) of your employee with CLIENT.
6) STUDY & DIFFERENTIATE the BEHAVIOR (ATTITUDE) with CLIENT and at the OFFICE within TEAMMATES or other employees.
7) If you find a MINOR or MAJOR difference, what is the ROOT CAUSE or the SUPPORTING FACTORS for such a DIFFERENCE IN BEHAVIOR (ATTITUDE)?
8) How has this DIFFERENCE IN ATTITUDE helped your employee manage a GOOD RELATIONSHIP with your CLIENT and made him a TOP PERFORMER because ATTITUDE is also a FACTOR for one to be nominated as a TOP PERFORMER.
If you have further queries, please revert.
With profound regards
From India, Chennai
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Due to a lack of information, I am not in a position to disclose my suggestion regarding your query. Also, I need to interpret the ATTITUDE ISSUE of your employee precisely.
1) Have you conducted a ROOT CAUSE ANALYSIS for the ATTITUDE issue noted in your TOP PERFORMER?
2) What kind of BEHAVIOR (ATTITUDE) is noted that is affecting or creating issues with other teammates?
3) What kind of ISSUES are being created within the TEAMMATES due to this PERSONALITY?
4) What is the LEVEL OF IMPACT on TEAMMATES? Also, you need to define the REACTIONS/RESPONSES noted or received from TEAMMATES?
5) Define the BEHAVIOR (ATTITUDE) of your employee with CLIENT.
6) STUDY & DIFFERENTIATE the BEHAVIOR (ATTITUDE) with CLIENT and at the OFFICE within TEAMMATES or other employees.
7) If you find a MINOR or MAJOR difference, what is the ROOT CAUSE or the SUPPORTING FACTORS for such a DIFFERENCE IN BEHAVIOR (ATTITUDE)?
8) How has this DIFFERENCE IN ATTITUDE helped your employee manage a GOOD RELATIONSHIP with your CLIENT and made him a TOP PERFORMER because ATTITUDE is also a FACTOR for one to be nominated as a TOP PERFORMER.
If you have further queries, please revert.
With profound regards
From India, Chennai
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Dear Shaik Abdul Khadir,
It's heartening to note that you have started to ask questions rather than giving suggestions. I could not have put it any better. I was just holding fire to see how people respond.
All of you have a nice day on this Makar Sankranthi/Pongal festival.
Simhan
From United Kingdom
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It's heartening to note that you have started to ask questions rather than giving suggestions. I could not have put it any better. I was just holding fire to see how people respond.
All of you have a nice day on this Makar Sankranthi/Pongal festival.
Simhan
From United Kingdom
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Two important things are available here ...Success and Attitude
What I believe is that Attitude is really important to get success. Success always develop attitude and increase the performance, and Attitudes project our beliefs and values, and what we think of our job, coworkers and Boss. It is also shown in the quality of our work.
Attitude in the workplace helps employees to accomplish tasks faster and in a better manner and as he has done the same I believe and became a Top Performer but Negative Attitude which is not acceptable is the main problem with this employee is.
We must not forget that when one becomes successful, became haughty and arrogant sometime. Goals may come to pass in life, making one successful, but the grass in not always greener on the other side. Sometimes becoming successful one has to make hard choices before one get there. Being set on what is wanted sometimes means other people could be hurt and that he needs to realize. And to make him realize this, Rashmi you need to take corrective actions instead of asking to leave.
He is a really useful and effective employee but not realizing that this cause him turmoil and disastrous and can cause him to lose sight of what is actually wanted to achieve. I basically wanted to say that you needs to take the corrective action so that his attitude can be use in a right sense.
As Mr. Dinesh said “If some chap is using his quality work as bargaining chip, he needs to be counseled” He might have distracted and the question asked by Mr. SHAIK can be considered which are really important and can work for you.
The performance of employees to a great extent depends on the good relationship they share with their colleagues. A good relationship can be established only when employees demonstrate a positive attitude towards their work and colleagues and THIS HE NEEDS TO UNDERSTAND AT THIS POINT AND SEEKING YOUR HELP TO REALIZES THIS.
You need to make an “Employee Motivation & Training” program using following elements for your all employees and ask him to participate in it as he is a Top Performer and can encourage other employees too.
- Significance of a Positive Attitude at Workplace,
- Characteristics of Ideal Employees
- Team Work & Leadership
- Interpersonal relations
- Stress Management
He just needs Realization, Self Evaluation …and im sure after this, you will see a big and positive change in him as well as in other employees.
I don’t know what other thinks or believe but I have shared what I believe and have learned in my life and Career to handle this kind of situation.
And im glad to be a part of this discussion
Learning continues…
From India, Gurgaon
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What I believe is that Attitude is really important to get success. Success always develop attitude and increase the performance, and Attitudes project our beliefs and values, and what we think of our job, coworkers and Boss. It is also shown in the quality of our work.
Attitude in the workplace helps employees to accomplish tasks faster and in a better manner and as he has done the same I believe and became a Top Performer but Negative Attitude which is not acceptable is the main problem with this employee is.
We must not forget that when one becomes successful, became haughty and arrogant sometime. Goals may come to pass in life, making one successful, but the grass in not always greener on the other side. Sometimes becoming successful one has to make hard choices before one get there. Being set on what is wanted sometimes means other people could be hurt and that he needs to realize. And to make him realize this, Rashmi you need to take corrective actions instead of asking to leave.
He is a really useful and effective employee but not realizing that this cause him turmoil and disastrous and can cause him to lose sight of what is actually wanted to achieve. I basically wanted to say that you needs to take the corrective action so that his attitude can be use in a right sense.
As Mr. Dinesh said “If some chap is using his quality work as bargaining chip, he needs to be counseled” He might have distracted and the question asked by Mr. SHAIK can be considered which are really important and can work for you.
The performance of employees to a great extent depends on the good relationship they share with their colleagues. A good relationship can be established only when employees demonstrate a positive attitude towards their work and colleagues and THIS HE NEEDS TO UNDERSTAND AT THIS POINT AND SEEKING YOUR HELP TO REALIZES THIS.
You need to make an “Employee Motivation & Training” program using following elements for your all employees and ask him to participate in it as he is a Top Performer and can encourage other employees too.
- Significance of a Positive Attitude at Workplace,
- Characteristics of Ideal Employees
- Team Work & Leadership
- Interpersonal relations
- Stress Management
He just needs Realization, Self Evaluation …and im sure after this, you will see a big and positive change in him as well as in other employees.
I don’t know what other thinks or believe but I have shared what I believe and have learned in my life and Career to handle this kind of situation.
And im glad to be a part of this discussion
Learning continues…
From India, Gurgaon
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Dear Mr. Simhan,
As individuals, we are all unique personalities. I don't believe in "ONE WAY COMMUNICATION" nor do I want to respond without evaluating the situation on the other side.
I cannot submit my suggestions "BLINDLY". Attitude and human behavior are considered to be unpredictable and proportional to the situation and circumstances, including people involved and their behavior/attitude too.
My suggestions are:
a) Rational and subjective,
b) Proportional to the genuine information made available,
c) My interpretation level, and
d) My experience and exposure level in dealing with such cases.
I wish to inform you that not only do our perception levels differ significantly, but also the way we work and offer our services. Hence, we respond and react differently. Kindly continue your study; I am sure you will gather more information.
To help you understand about perception levels, I am sharing this information with you.
It's all about things in our life:
a) The way we see,
b) The way we feel, and
c) The way we think.
I wonder whether seeking clarification by raising queries has made you notice a change in my non-direct communication? Please read [Questioning Techniques - Communication Skills Training from MindTools.com](http://www.mindtools.com/pages/article/newTMC_88.htm).
There is no common medicine for all diseases nor a single training capsule or methodology to deal with a single issue.
If you have any suggestions to propose, kindly post them. I wish to read them and learn more from your perspective.
Good day and wish you a Makar Sankranthi/Pongal festival.
With profound regards,
From India, Chennai
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As individuals, we are all unique personalities. I don't believe in "ONE WAY COMMUNICATION" nor do I want to respond without evaluating the situation on the other side.
I cannot submit my suggestions "BLINDLY". Attitude and human behavior are considered to be unpredictable and proportional to the situation and circumstances, including people involved and their behavior/attitude too.
My suggestions are:
a) Rational and subjective,
b) Proportional to the genuine information made available,
c) My interpretation level, and
d) My experience and exposure level in dealing with such cases.
I wish to inform you that not only do our perception levels differ significantly, but also the way we work and offer our services. Hence, we respond and react differently. Kindly continue your study; I am sure you will gather more information.
To help you understand about perception levels, I am sharing this information with you.
It's all about things in our life:
a) The way we see,
b) The way we feel, and
c) The way we think.
I wonder whether seeking clarification by raising queries has made you notice a change in my non-direct communication? Please read [Questioning Techniques - Communication Skills Training from MindTools.com](http://www.mindtools.com/pages/article/newTMC_88.htm).
There is no common medicine for all diseases nor a single training capsule or methodology to deal with a single issue.
If you have any suggestions to propose, kindly post them. I wish to read them and learn more from your perspective.
Good day and wish you a Makar Sankranthi/Pongal festival.
With profound regards,
From India, Chennai
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Dear All,
I have the same problem in my company. We have over 20 employees, and 1-2 employees are always coming in late. Despite having flexible timing, they are consistently late. Additionally, the rate of absenteeism is increasing, which is now affecting other employees as well. Please suggest what I should do.
Regards,
Mamta
From India, Mumbai
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I have the same problem in my company. We have over 20 employees, and 1-2 employees are always coming in late. Despite having flexible timing, they are consistently late. Additionally, the rate of absenteeism is increasing, which is now affecting other employees as well. Please suggest what I should do.
Regards,
Mamta
From India, Mumbai
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Dear Mamta,
It is not clear from your brief what you mean by coming late in a Flexible Timing scheme. How late do they arrive? Do they stay late too? Is the increase in the rate of absenteeism caused by the same 1-2 employees? Have you tried to find out the reasons for their late arrival?
Have a nice day.
Simhan
From United Kingdom
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It is not clear from your brief what you mean by coming late in a Flexible Timing scheme. How late do they arrive? Do they stay late too? Is the increase in the rate of absenteeism caused by the same 1-2 employees? Have you tried to find out the reasons for their late arrival?
Have a nice day.
Simhan
From United Kingdom
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Hi Simhan,
Regarding flexible working hours (9 am to 8 pm, with late mark after 10:30 am), yes, some employees are working past 8 pm. However, this is affecting the company's culture as absenteeism is also on the rise. I have discussed this with them, but they provide very general excuses like "was not feeling well, woke up late". These employees are young, aged between 20-25 years.
Regards,
Mamta
From India, Mumbai
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Regarding flexible working hours (9 am to 8 pm, with late mark after 10:30 am), yes, some employees are working past 8 pm. However, this is affecting the company's culture as absenteeism is also on the rise. I have discussed this with them, but they provide very general excuses like "was not feeling well, woke up late". These employees are young, aged between 20-25 years.
Regards,
Mamta
From India, Mumbai
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Hi,
The timing is from 9 am to 8 pm, and being at 10:30 am marks as late. Yes, they can leave after 7:30 pm or 8 pm. The individuals are in the age range of 20 to 25 years, with a fun-loving and carefree attitude, so their excuses might not be very convincing like not feeling well or not having enough sleep. They even disregard the late mark, knowing that a deduction will be made from their salary.
Regards,
Mamta
From India, Mumbai
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The timing is from 9 am to 8 pm, and being at 10:30 am marks as late. Yes, they can leave after 7:30 pm or 8 pm. The individuals are in the age range of 20 to 25 years, with a fun-loving and carefree attitude, so their excuses might not be very convincing like not feeling well or not having enough sleep. They even disregard the late mark, knowing that a deduction will be made from their salary.
Regards,
Mamta
From India, Mumbai
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Hi,
The timing is from 9 AM to 8 PM, and 10:30 AM is considered late. Yes, they can stay after 7:30 PM or 8 PM. The employees are young, aged between 20 to 25 years, so they tend to make childish excuses and may not be concerned about being marked late. In such cases, we deduct their salary.
Regards,
Mamta
From India, Mumbai
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The timing is from 9 AM to 8 PM, and 10:30 AM is considered late. Yes, they can stay after 7:30 PM or 8 PM. The employees are young, aged between 20 to 25 years, so they tend to make childish excuses and may not be concerned about being marked late. In such cases, we deduct their salary.
Regards,
Mamta
From India, Mumbai
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Hi, I'm new to this place and have just joined. I found this really interesting thread. I want to offer my sincere thanks to all who have participated in this. That is really nice, and thanks for sharing your views.
Thanks & Regards,
AB
From India, Mumbai
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Thanks & Regards,
AB
From India, Mumbai
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Hi,
Here's a suggestion: update the Policy for Employee Benefits and Leave section to state that anyone arriving after 9:30-9:45 in the morning will be marked as half-day and if tardiness persists, it will be considered a full-day absence. Additionally, issue warning letters to these employees. However, before taking these steps, it's essential to have a conversation with their boss/supervisors and notify them of the changes.
From India, Gurgaon
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Here's a suggestion: update the Policy for Employee Benefits and Leave section to state that anyone arriving after 9:30-9:45 in the morning will be marked as half-day and if tardiness persists, it will be considered a full-day absence. Additionally, issue warning letters to these employees. However, before taking these steps, it's essential to have a conversation with their boss/supervisors and notify them of the changes.
From India, Gurgaon
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Dear Ms. Mamta,
Could you be kind enough to let us know your BUSINESS HOURS. In order to make your employees follow PUNCTUALITY - A DISCIPLINED WORK CULTURE, the best approach is to ensure they deliver PRODUCTIVITY within 8 BUSINESS HOURS. Employees must ARRIVE ON TIME and LEAVE ON TIME. This will help your employees MANAGE their WORK effectively. Kindly ensure that this RULE is APPLICABLE to all EMPLOYEES at ALL LEVELS.
With profound regards,
From India, Chennai
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Could you be kind enough to let us know your BUSINESS HOURS. In order to make your employees follow PUNCTUALITY - A DISCIPLINED WORK CULTURE, the best approach is to ensure they deliver PRODUCTIVITY within 8 BUSINESS HOURS. Employees must ARRIVE ON TIME and LEAVE ON TIME. This will help your employees MANAGE their WORK effectively. Kindly ensure that this RULE is APPLICABLE to all EMPLOYEES at ALL LEVELS.
With profound regards,
From India, Chennai
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Dear Mamta,
Please correct me if I have assessed the situation properly. As this is an international forum, I would explain what the workers say in English so that people who do not know Hindi can give their views.
You have flexible working hours of 8 hours duration, and people have to start work between 9 am and 10:30 am.
The workforce is young, 25-year-olds, and one or two workers come regularly late and do not care if wages are deducted for late coming. However, they do work the full 8 hours, and there is nothing to complain about their effectiveness or efficiency.
Their excuse for coming late is that they were not well and, hence, they overslept and woke up late.
I wonder if this has anything to do with stress at work or their out-of-work habits (socializing and drinking). For example, some of my students used to come regularly late on Wednesdays to my class. On inquiry, I found that Tuesday nights were "Student Nights"; pubs used to offer cheap drinks, and the students would stay up late drinking. Hence, they would go to bed late and sleep it off.
Have a nice day.
Simhan
From United Kingdom
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Please correct me if I have assessed the situation properly. As this is an international forum, I would explain what the workers say in English so that people who do not know Hindi can give their views.
You have flexible working hours of 8 hours duration, and people have to start work between 9 am and 10:30 am.
The workforce is young, 25-year-olds, and one or two workers come regularly late and do not care if wages are deducted for late coming. However, they do work the full 8 hours, and there is nothing to complain about their effectiveness or efficiency.
Their excuse for coming late is that they were not well and, hence, they overslept and woke up late.
I wonder if this has anything to do with stress at work or their out-of-work habits (socializing and drinking). For example, some of my students used to come regularly late on Wednesdays to my class. On inquiry, I found that Tuesday nights were "Student Nights"; pubs used to offer cheap drinks, and the students would stay up late drinking. Hence, they would go to bed late and sleep it off.
Have a nice day.
Simhan
From United Kingdom
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Thanks for your comments. Yes, it's true that they are completing their 8 hours and are also real potential employees. However, it still creates problems with company culture due to lateness or absences. Sometimes, we cannot fulfill our clients' commitments on time. I have recently joined this company; the previous HR was facing the same issue. I then introduced flexible working hours.
I am unable to find the root cause. Sometimes, it seems they feel stressed or need a variety of work. They have completed 1 year in this company. I have personally met with them to discuss this issue, but there has been no improvement. I also want to understand the process of determining the salary range in the same industry (we are in IT software) so that I can make comparisons.
From India, Mumbai
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I am unable to find the root cause. Sometimes, it seems they feel stressed or need a variety of work. They have completed 1 year in this company. I have personally met with them to discuss this issue, but there has been no improvement. I also want to understand the process of determining the salary range in the same industry (we are in IT software) so that I can make comparisons.
From India, Mumbai
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Dear Mamata, Thank you for clarifying the issue. May we know how much experience you have in HR? Unless you find out the root cause, you will not be able to find a solution. Have a nice day. Simhan
From United Kingdom
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From United Kingdom
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sir, i have 5yrs. exp and need solution from your side, please suggest, i have added some employee engagement in policy, prepared calendar & started training alos,
From India, Mumbai
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From India, Mumbai
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Dear Mamata,
I am not an HR expert. However, how can you find a solution without identifying the root cause? If you can easily hire new employees, then give them a warning with the approval of the bosses and terminate them if the situation does not improve, replacing them with new hires. However, if the situation is similar to what Rashmi has described, where the workers are invaluable and cannot be dismissed, then a problem arises.
Have you attempted to explain to them how their actions, which have caused delays in delivering results to clients, could result in a loss of income or repeat business?
Have a nice day.
Simhan
From United Kingdom
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I am not an HR expert. However, how can you find a solution without identifying the root cause? If you can easily hire new employees, then give them a warning with the approval of the bosses and terminate them if the situation does not improve, replacing them with new hires. However, if the situation is similar to what Rashmi has described, where the workers are invaluable and cannot be dismissed, then a problem arises.
Have you attempted to explain to them how their actions, which have caused delays in delivering results to clients, could result in a loss of income or repeat business?
Have a nice day.
Simhan
From United Kingdom
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Dear Ms. Mamta,
I apologize for my intervention. You need to apply logic rather than trying to gain control over the situation. Either you go ahead with fixed timings or flexi timings. Be specific. Based on your organization's business strategies, decide whether fixed or flexi timings are applicable.
I hope your organization is paying for 8 hours/day, and your employees are obliged to deliver their output or perform within that 8 hours. Hence, measure their productivity levels proportionate to 8 hours/day. You have to discuss this issue with your top management, seek their guidance, and then come to a final conclusion. Do not take any decision without the concern of top management. I hope you understand how to place systems and procedures in place. Good luck.
With profound regards,
From India, Chennai
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I apologize for my intervention. You need to apply logic rather than trying to gain control over the situation. Either you go ahead with fixed timings or flexi timings. Be specific. Based on your organization's business strategies, decide whether fixed or flexi timings are applicable.
I hope your organization is paying for 8 hours/day, and your employees are obliged to deliver their output or perform within that 8 hours. Hence, measure their productivity levels proportionate to 8 hours/day. You have to discuss this issue with your top management, seek their guidance, and then come to a final conclusion. Do not take any decision without the concern of top management. I hope you understand how to place systems and procedures in place. Good luck.
With profound regards,
From India, Chennai
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thanks sir, for your comments, i will re discuss with my director and plan accordingly, FYI.. he is also very fed up with this situation..but he does not want to loose xyz employee
From India, Mumbai
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From India, Mumbai
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Dear Ms. Mamta,
If I am not mistaken, it was your TOP MANAGEMENT'S FAULT for not defining RULES & REGULATIONS (POLICIES) in coordination with OPERATIONAL & BUSINESS STRATEGIES. Deal STRICTLY with employees if their ATTITUDE is creating ISSUES at the WORKPLACE. You may FIX timings for those employees in order to synchronize with your CLIENT. However, PUNCTUALITY is very important, and don't let your employees take everything for GRANTED. You may circulate this MESSAGE to your employees: "EMPLOYEES ARE ALLOWED TO MAKE MISTAKES, BUT YOU HAVE TO PAY THE PRICE FOR IT." It is one of the OPERATIONAL STRATEGIES in favor of EMPLOYEES where employees are taught/updated about all POSSIBLE MISTAKES they can make intentionally and inadvertently. In a professional world, everything has its own PRICE TAG because everyone is EMPLOYED FOR MONEY. If you have further queries, kindly feel free to revert. Be creative in your life and apply COMMON SENSE/LOGIC. GOOD DAY
With profound regards
"thanks sir, for your comments, I will discuss with my director and plan accordingly. FYI, he is also very fed up with this situation but does not want to lose the xyz employee."
From India, Chennai
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If I am not mistaken, it was your TOP MANAGEMENT'S FAULT for not defining RULES & REGULATIONS (POLICIES) in coordination with OPERATIONAL & BUSINESS STRATEGIES. Deal STRICTLY with employees if their ATTITUDE is creating ISSUES at the WORKPLACE. You may FIX timings for those employees in order to synchronize with your CLIENT. However, PUNCTUALITY is very important, and don't let your employees take everything for GRANTED. You may circulate this MESSAGE to your employees: "EMPLOYEES ARE ALLOWED TO MAKE MISTAKES, BUT YOU HAVE TO PAY THE PRICE FOR IT." It is one of the OPERATIONAL STRATEGIES in favor of EMPLOYEES where employees are taught/updated about all POSSIBLE MISTAKES they can make intentionally and inadvertently. In a professional world, everything has its own PRICE TAG because everyone is EMPLOYED FOR MONEY. If you have further queries, kindly feel free to revert. Be creative in your life and apply COMMON SENSE/LOGIC. GOOD DAY
With profound regards
"thanks sir, for your comments, I will discuss with my director and plan accordingly. FYI, he is also very fed up with this situation but does not want to lose the xyz employee."
From India, Chennai
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First, identify the behavior and underlying causes, and take appropriate steps to combat them. For example, in training sessions, you may have observed individuals trying to hog the limelight. They strive to demonstrate that they possess extensive knowledge and hold a superior position compared to the trainer.
From India, Delhi
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From India, Delhi
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Dear All,
For the past few months, I have been facing a problem. We have a late coming fine system, and when I am preparing the month's salary, we generally deduct a late fine (after 10:30 am) after considering genuine reasons of employees. However, some of them are always latecomers (after 11:30 am). We have discussed this issue with them many times and also circulated the policy, but there has been no improvement. These people are potential for the company.
However, when we deduct their salary, they behave very differently and sometimes use harsh words towards HR. Please suggest how we can control this situation. We had also introduced a flexi-time facility, but it did not work, so we stopped it.
Regards,
Mamta
From India, Mumbai
Acknowledge(0)Amend(0)
For the past few months, I have been facing a problem. We have a late coming fine system, and when I am preparing the month's salary, we generally deduct a late fine (after 10:30 am) after considering genuine reasons of employees. However, some of them are always latecomers (after 11:30 am). We have discussed this issue with them many times and also circulated the policy, but there has been no improvement. These people are potential for the company.
However, when we deduct their salary, they behave very differently and sometimes use harsh words towards HR. Please suggest how we can control this situation. We had also introduced a flexi-time facility, but it did not work, so we stopped it.
Regards,
Mamta
From India, Mumbai
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