I believe that HR has to be soft and understanding and tough at the same time. Since the girl has already been dealt with softly many times, strict action needs to be taken. Follow the policy, "half day for so many hours of coming in late, etc." Deduct salary for taking excess leave, mark "absent" for leave without information.

If she is affected, she'll start being punctual. If you are not able to handle the situation, seek help from your reporting officer.

Tania

From India, Gurgaon
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Hello Tania,

Dear, we have a policy. Before cutting, every day as she came to my cabin to sign the register, I reminded her, "You are late...salary will be cut." Do you know what her reply was? "Yup, you can cut...you cut money, I don't have a problem." Now, you tell me...

From India, New Delhi
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I think what you should do is just e mail her by telling her this kind of behaviour is not expected and than Mark it CC to her boss also to the location head if required ,this would really help .
From India, Vadodara
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Dear Sohini,

You have a plus point in that you are also female. You need to speak to her very friendly. If she continues to be absent, you should visit her home on the same day to see if there is a genuine issue regarding her mom's ill health.

If you discover that it is indeed true, then you should excuse her by approving all her leave requests. If it turns out not to be true, her trainee period should be ended. However, before taking that step, you should find a replacement employee to manage the project in her absence.

I hope you find this to be an appropriate way to handle the situation.

From India, Mumbai
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These kinds of attitudes have to be punished, or the other employees will also take advantage, and the company's decorum will not be maintained. You need to take disciplinary action immediately so it will teach her and others a lesson because you are too lenient. Only she is taking advantage of you. You can give her a memo, and if she continues to do the same thing, it's better you let her go from the job. Otherwise, you will lose your respect very soon.

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1. I find that we should know why she is repeatedly doing it. Is it only with you or with everyone? Is it because of some reason or without any reason? Because when she was recruited, I feel she would have been sincere.

2. If a proper outcome is not achieved, and the outcome suggests ego problem and attitudinal problem only, then you must talk to her very calmly and sweetly. On the other side, you have to start searching for her replacement. The intensity of the search should depend upon her attitudinal degradation. If it is very fast, search from within the organization. If you feel you can handle her, then take your time (max. 1 month) and search for a perfect match. After you find a match, assist that match with this girl. Now, if she continues to degrade her responsibilities, shift them to the selected one. Either she will become calm and responsible, or she may leave. In both cases, productivity and business will not be hampered.

Well, this is from my side...

Prakhar Aditya Dwivedi

From India, Hyderabad
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HI, It’s better to say goodbye to her, before it start effecting the other employees of your company. Pramod
From India, Mumbai
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Dear Ravi,

I guess there is a much better and professional way of answering the query, like our other HR friends have done. I find your answer to be unprofessional. No one on this earth is a "GOD," and an HR personnel, whether senior or junior, is no exception. Nevertheless, Sohini has been trying to get the point across to this troubled soul (trainee) by all means, whether in a general mode using a memo to all or by meeting her one-on-one. We all know that when we work for an organization, we have to a great extent compartmentalized our personal and professional life. Both lives affect each other, but we should know how to balance that. It is quite evident that Sohini has been trying to get that balance across to the trainee in discussion.

Since Sohini is a senior HR personnel, I am sure she would also know how to solve matters of this gravity. Since it was getting a little difficult for her, she has sought our help. The point I want to drive home is let's talk about the solution to the problem and not make an unprofessional comment on the action already taken.

From United States, Los Angeles
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Dear Sohini,

I remember my school days. One of our schoolmates used to be late every day. He never came on time, and he was very rude, and his attitude was horrible. He never followed the rules, regulations, and principles. Even after repetitive notices, he never changed.

To solve this problem, do you know what our school teacher did? She assigned him as the MONITOR of our class. After a few days, the entire scenario changed. Day by day, he started realizing the policies, rules, regulations, and their implications in the future. The dark murky swamp actually turned into an Oasis. That's human nature.

Now coming to your point, it would be risky to apply anything right away. Please don't mind, but I think a one-on-one conversation is highly required where at the end of the discussion, she should get a clear picture of her contribution towards the company's business. Is it worth continuing? At the end of the discussion, she should realize how this affects others. I would recommend the following:

Step 1: Coach her first (by telling her what she is supposed to do, what, how, and when)
Step 2: Then give her a timeline (say 15 days) to show her developments, changes, and improvements
Step 3: Put her in a Corrective Action Plan (CAP) with some more timeline (say 7 days). Observe and communicate the changes/developments to her.
Step 4: If improvements are there, then appreciate. If not, then give her a formal alert to follow Step 3 (CAP) with a timeline (say 7 days).

If the results are satisfactory, then share it with her. Otherwise, it's time for her to separate from the company. This way, you have given her time (1 month), a good plan (CAP), an Alert, and you have been a good coach. So, you have tried the best to make her an excellent employee. Now it's time for her to pay off.

Regards,
Mr. Priyadarshee Pradhan
HR Professional

From India, Pune
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Hi,

I think you should call her and ask her related to the project you have given her. Through that, try to find out if she is comfortable with her job, any difficulties during working on the project, whether she is getting cooperation from her teammates, and try to open the discussion. Slowly try to understand the situation because, as per the case put up by you, that girl may not be liking to open up and share her problems with you. Maybe job rotation works, change in reporting works, guiding her works.

Regards,
Suvarna

From India, Pune
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