sohini...try looking out for a replacement without informing her, then give her notice and terminate her, she will automatically come to track with her next organization
From India
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From India
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Dear Ms. Sohini,
I agree with what Ravi has suggested. She definitely is having some personal problem which is affecting her professional life. Though HR people can try to understand a little bit of what the personal problems are, since the employee is of this type, it is not advisable. So what I suggest is to prepare a letter detailing the issues and send it to her with a copy to her higher-ups and the CEO/MD. Ask her to give an explanation in writing within a stipulated time frame (max 48hrs). If she doesn't respond to it, take the next action, i.e., terminate her. A company cannot work with people like these. This kind of attitude of an employee will affect others as well.
All the best,
Sudheer Menon
From India, Kochi
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I agree with what Ravi has suggested. She definitely is having some personal problem which is affecting her professional life. Though HR people can try to understand a little bit of what the personal problems are, since the employee is of this type, it is not advisable. So what I suggest is to prepare a letter detailing the issues and send it to her with a copy to her higher-ups and the CEO/MD. Ask her to give an explanation in writing within a stipulated time frame (max 48hrs). If she doesn't respond to it, take the next action, i.e., terminate her. A company cannot work with people like these. This kind of attitude of an employee will affect others as well.
All the best,
Sudheer Menon
From India, Kochi
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2
Hi Vidya,
I agree with you, Sohini should try to develop a friendly relationship with her while showing due regard for her. Sohini should also mention that "this was not her behavior earlier; there must be some reason for this kind of behavior and that Sohini would like to understand and be with her if there is anything bothering her (maybe Sohini can softly ask about any problems with colleagues, peers, team lead, environment, personal issues, parents, or any close friend (avoid specifying a boyfriend, as it might be offensive). Also, don't push her too much, give her some time to open up (you may suggest that if she is not ready to discuss right away, you can invite her for a special coffee or a lunch meeting outside the office. If you feel the reason is genuine, you may accordingly deal with it by extending some relaxation until her situation is normal (specify a date for the relaxation period). If she is taking advantage of being alone in handling any project, then using the above method, buy some time and look for a substitute gently, perhaps from within the office or outside. You may also explain that you are trying to help her with her work along with the problems she is facing and gradually introduce another person into her project. If she is intelligent, she would immediately understand and start behaving properly. You never know, she may leave or negotiate her compensation at a critical point when the project delivery is essential. To avoid this situation, I believe the aforementioned steps should be taken as corrective measures.
Best wishes,
Nishi :)
Senior Manager - HR
From India, New Delhi
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I agree with you, Sohini should try to develop a friendly relationship with her while showing due regard for her. Sohini should also mention that "this was not her behavior earlier; there must be some reason for this kind of behavior and that Sohini would like to understand and be with her if there is anything bothering her (maybe Sohini can softly ask about any problems with colleagues, peers, team lead, environment, personal issues, parents, or any close friend (avoid specifying a boyfriend, as it might be offensive). Also, don't push her too much, give her some time to open up (you may suggest that if she is not ready to discuss right away, you can invite her for a special coffee or a lunch meeting outside the office. If you feel the reason is genuine, you may accordingly deal with it by extending some relaxation until her situation is normal (specify a date for the relaxation period). If she is taking advantage of being alone in handling any project, then using the above method, buy some time and look for a substitute gently, perhaps from within the office or outside. You may also explain that you are trying to help her with her work along with the problems she is facing and gradually introduce another person into her project. If she is intelligent, she would immediately understand and start behaving properly. You never know, she may leave or negotiate her compensation at a critical point when the project delivery is essential. To avoid this situation, I believe the aforementioned steps should be taken as corrective measures.
Best wishes,
Nishi :)
Senior Manager - HR
From India, New Delhi
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1. Check her track record (performance) and her quality of work. If not, then there is no question. Give her "peace of mind" in case she is new. Involve her in a conversation and counsel her about your organizational practices in a friendly but assertive manner.
2. If she is a good performer, then she needs more work, as she is smart and able to complete all assignments on time with quality. Give her counseling on new initiatives to improve the department/function or any other area.
But don't entertain any indiscipline; this will deteriorate organizational/team culture.
From India, Delhi
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2. If she is a good performer, then she needs more work, as she is smart and able to complete all assignments on time with quality. Give her counseling on new initiatives to improve the department/function or any other area.
But don't entertain any indiscipline; this will deteriorate organizational/team culture.
From India, Delhi
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Dear Sohini,
Thank you for sharing your problem. I have been working in HRD for the past two years in retail. If that girl does not want to follow the policy, you have the right to take corrective action. First, give her a warning letter. I also suggest assigning an assistant to her project. This way, if you need to terminate her services, your project will not suffer. Please remember to act normally for a few days before terminating her with immediate effect.
Thank you.
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Thank you for sharing your problem. I have been working in HRD for the past two years in retail. If that girl does not want to follow the policy, you have the right to take corrective action. First, give her a warning letter. I also suggest assigning an assistant to her project. This way, if you need to terminate her services, your project will not suffer. Please remember to act normally for a few days before terminating her with immediate effect.
Thank you.
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Hi,
Taking into consideration that you are a Senior Manager, talking to the concerned employee is the first thing that one would do. It looks like this person has some personal issues due to which she is having to come up with a few standard excuses. The very fact that she is not taking your calls, etc., sheds enough light on the matter. It is very apparent that this person is either not interested in her job or has a serious problem reporting to authority. She has absolutely no business walking out of your cabin while she is being reprimanded.
I would suggest you give one last try at talking to her. In case this attitude of hers persists, it's best to bid adieu to such bad apples. It does not take time for others to start following the same, leading to problems on a much larger scale.
Regards,
Ashfaq
From India, Pune
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Taking into consideration that you are a Senior Manager, talking to the concerned employee is the first thing that one would do. It looks like this person has some personal issues due to which she is having to come up with a few standard excuses. The very fact that she is not taking your calls, etc., sheds enough light on the matter. It is very apparent that this person is either not interested in her job or has a serious problem reporting to authority. She has absolutely no business walking out of your cabin while she is being reprimanded.
I would suggest you give one last try at talking to her. In case this attitude of hers persists, it's best to bid adieu to such bad apples. It does not take time for others to start following the same, leading to problems on a much larger scale.
Regards,
Ashfaq
From India, Pune
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Dear Friend,
This is Venkatesh, having 9 years of experience in the HR field. You can tackle the problem in the following way:
1) Call her, talk to her nicely, and try to understand the reason why she is behaving this way. Determine if she is doing it intentionally or if there is a genuine reason behind it. Then, if it is intentional, give her a verbal warning. If it is genuine, give her some time to overcome the issue.
2) If she does not show improvement even after the initial warning, provide a stern warning. Inform her that if there is no improvement, disciplinary action will be taken. Be cautious by hiring someone junior or at the same level so that if she leaves or is relieved, there is someone to take over the project to ensure work continuity.
3) If the new person arrives and she still does not improve, issue a written notice stating that based on her behavior, she will be relieved within a month. During this period, she should start looking for another job, and the company will support her in this transition.
I believe this approach will help resolve your issue. If you require further discussion, please feel free to call me at 9892245585.
Venkatesh.
Bye
Dear friends,
I have been facing a challenging situation in my office for the past few months. There is a female employee who is a trainee in our company. Over the last few months, I have noticed that employees are not punctual in arriving at the office. While I issued a notice to all employees, this trainee continued to arrive late. Despite repeated warnings, she disregarded the rules and even challenged the consequences mentioned in the notice.
Recently, she cited her mother's illness as a reason for her absence, affecting the project she is solely handling. After a series of incidents, including leaving the office without notice, I am seeking advice on how to address her insubordination and irresponsible behavior.
I sincerely request your suggestions and guidance on how to handle this situation effectively.
PLEASE, PLEASE HELP ME. I WILL BE GRATEFUL FOR YOUR SUGGESTIONS.
Sohini Basu Roy
From India, Mumbai
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This is Venkatesh, having 9 years of experience in the HR field. You can tackle the problem in the following way:
1) Call her, talk to her nicely, and try to understand the reason why she is behaving this way. Determine if she is doing it intentionally or if there is a genuine reason behind it. Then, if it is intentional, give her a verbal warning. If it is genuine, give her some time to overcome the issue.
2) If she does not show improvement even after the initial warning, provide a stern warning. Inform her that if there is no improvement, disciplinary action will be taken. Be cautious by hiring someone junior or at the same level so that if she leaves or is relieved, there is someone to take over the project to ensure work continuity.
3) If the new person arrives and she still does not improve, issue a written notice stating that based on her behavior, she will be relieved within a month. During this period, she should start looking for another job, and the company will support her in this transition.
I believe this approach will help resolve your issue. If you require further discussion, please feel free to call me at 9892245585.
Venkatesh.
Bye
Dear friends,
I have been facing a challenging situation in my office for the past few months. There is a female employee who is a trainee in our company. Over the last few months, I have noticed that employees are not punctual in arriving at the office. While I issued a notice to all employees, this trainee continued to arrive late. Despite repeated warnings, she disregarded the rules and even challenged the consequences mentioned in the notice.
Recently, she cited her mother's illness as a reason for her absence, affecting the project she is solely handling. After a series of incidents, including leaving the office without notice, I am seeking advice on how to address her insubordination and irresponsible behavior.
I sincerely request your suggestions and guidance on how to handle this situation effectively.
PLEASE, PLEASE HELP ME. I WILL BE GRATEFUL FOR YOUR SUGGESTIONS.
Sohini Basu Roy
From India, Mumbai
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You should talk to her in a friendly way and let her know about the company policies. Otherwise, you have to take a decision as per company policies as this behavior of hers will affect the environment of the organization. Tomorrow, other employees will follow her footsteps. If she gives you a genuine reason, then you can make an exception to some extent.
From Pakistan
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From Pakistan
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Dear Sohini Roy,
As Mr. Ravi said, we are all human beings. Right! Very right!
But here, 100% I will not agree with the wordings of Mr. Ravi.
"Better mind your work and leave her alone, let her take leaves, if leaves are over, make it LOP, but don't terminate till she resigns... Because we are humans, hope the same from you all."
Sir, the company assigned you the work of Senior Manager-HR. Your work is to ensure better human relations, that too only for the sake of and for the benefit of the company. Your prima facie duty is to work for the company which is giving you bread and butter. Sir, you are exactly doing your job and minding your work only!
You talked to her in a friendly way. Made conversations! Asked her problems! Made her understand the value of the system, punctuality, and her career. What more else can a Senior Manager do than this? I believe you cannot correct any employee or anybody unless they wish to correct or change themselves by understanding. "One's realization must come from inside."
What is the mannerism of a lady (in fact a trainee), who disconnects a call of a Senior Manager purposely, who walks out of the office during office hours without any intimation, who is arguing with a Senior Manager. (Your statement: she kept on arguing, accusing me but I was so calm...)
I think Mr. Sohini, you are a person very good at heart. How is it possible for a man to help and solve someone's personal problems even by taking your own personal efforts if she doesn't want to open up and tell her personal problem to you? Solving personal problems is not part of your job, and no one can compel you to do that; it is done only by considering the benefit of the organization.
Every human being must realize the great sayings: "Work is worship, duty is divinity." At least for the sake of money, if she gives importance to money, she will definitely come to the job on time and do the work. It seems like the money given by the company is also not important to her.
Discipline is the utmost important thing required from a disciple. That is the absolute necessity of a trainee. There are so many other people working in your organization, including your boss. Everybody has their own personal problems. If everybody starts showing indisciplined behavior, what is the fate of the organization? We are running an organization.
Assigning personal problems as the cause for indiscipline is not acceptable for anybody, including your boss.
If your boss didn't give or delayed one month's salary to the employees by attributing his personal problems, whether all employees will accept this as a cause and continue to do the same quality and kind of work? No! Work performance would definitely come down!
Discipline is required to give the salary to employees on time from the employer. In the same fashion, the employee is also required to be present and work at the scheduled time. Three or four days of delays in a month - okay. Leave it! But continuous practice, is it good for the person who is doing it? Is it good for the organization? Is it good HR practice even on the part of the Senior Manager to allow freedom to one person coming late to the office every day?
I suggest taking some disciplinary action against this lady by duly considering the benefit of the project and the organization. This is my personal suggestion.
My Email ID: hsankararaman@yahoo.co.in
Thanks & Regards,
hsankararaman
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As Mr. Ravi said, we are all human beings. Right! Very right!
But here, 100% I will not agree with the wordings of Mr. Ravi.
"Better mind your work and leave her alone, let her take leaves, if leaves are over, make it LOP, but don't terminate till she resigns... Because we are humans, hope the same from you all."
Sir, the company assigned you the work of Senior Manager-HR. Your work is to ensure better human relations, that too only for the sake of and for the benefit of the company. Your prima facie duty is to work for the company which is giving you bread and butter. Sir, you are exactly doing your job and minding your work only!
You talked to her in a friendly way. Made conversations! Asked her problems! Made her understand the value of the system, punctuality, and her career. What more else can a Senior Manager do than this? I believe you cannot correct any employee or anybody unless they wish to correct or change themselves by understanding. "One's realization must come from inside."
What is the mannerism of a lady (in fact a trainee), who disconnects a call of a Senior Manager purposely, who walks out of the office during office hours without any intimation, who is arguing with a Senior Manager. (Your statement: she kept on arguing, accusing me but I was so calm...)
I think Mr. Sohini, you are a person very good at heart. How is it possible for a man to help and solve someone's personal problems even by taking your own personal efforts if she doesn't want to open up and tell her personal problem to you? Solving personal problems is not part of your job, and no one can compel you to do that; it is done only by considering the benefit of the organization.
Every human being must realize the great sayings: "Work is worship, duty is divinity." At least for the sake of money, if she gives importance to money, she will definitely come to the job on time and do the work. It seems like the money given by the company is also not important to her.
Discipline is the utmost important thing required from a disciple. That is the absolute necessity of a trainee. There are so many other people working in your organization, including your boss. Everybody has their own personal problems. If everybody starts showing indisciplined behavior, what is the fate of the organization? We are running an organization.
Assigning personal problems as the cause for indiscipline is not acceptable for anybody, including your boss.
If your boss didn't give or delayed one month's salary to the employees by attributing his personal problems, whether all employees will accept this as a cause and continue to do the same quality and kind of work? No! Work performance would definitely come down!
Discipline is required to give the salary to employees on time from the employer. In the same fashion, the employee is also required to be present and work at the scheduled time. Three or four days of delays in a month - okay. Leave it! But continuous practice, is it good for the person who is doing it? Is it good for the organization? Is it good HR practice even on the part of the Senior Manager to allow freedom to one person coming late to the office every day?
I suggest taking some disciplinary action against this lady by duly considering the benefit of the project and the organization. This is my personal suggestion.
My Email ID: hsankararaman@yahoo.co.in
Thanks & Regards,
hsankararaman
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