Give three chances of late coming in a month up to half an hour, beyond which wages will be cut for half a day. If she continues to come late thereafter, do not assign any work to her for the entire day. Keep her idle. Repeat the same every time. She might change with this approach.
If you can find an alternative person, dismiss her without any consideration as this is not a charity organization. She is only a trainee. Inform her that this information will be passed on to her future employer, which will have a very adverse effect on her. She will definitely be fearful if she plans to seek future employment.
From India, Madras
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If you can find an alternative person, dismiss her without any consideration as this is not a charity organization. She is only a trainee. Inform her that this information will be passed on to her future employer, which will have a very adverse effect on her. She will definitely be fearful if she plans to seek future employment.
From India, Madras
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Thanks Ravi for ur valuable suggesstion.....But if this things goes on she may can take it for granted....and in that case other employees can oppose also......
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I think Ravi is right. Do not terminate her. Develop redundancy and replacement and take care of the work.
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Dear Sohini,
I would like to put on record that the notice you issued with threatening language such as a reduction in salary was inappropriate from the outset. Instead, you should have taken steps to understand the organizational culture that may have led employees to take things for granted, such as arriving late. Rather than issuing repeated warnings, why not try to pinpoint the specific issue with that lady and work towards finding a solution within the organizational framework? I still believe that you can have a conversation with her, show empathy, identify the problem, and work together to find a resolution.
Wishing you all the best.
Gokul
Dear friends,
I have been facing a very challenging situation in my office for the past few months. There is a female employee in our office who is a trainee. Over the last few months, I have noticed that employees have not been punctual in arriving at the office. I issued a notice to address this, and most employees complied, except for this particular trainee who continued to arrive late. Despite my repeated warnings, she did not rectify her behavior. One day, she even challenged me by stating that if she was late, I could take any action, including deducting her salary as mentioned in the notice. I remained silent at that time.
Last Thursday, she called me in the morning to inform me that her mother was unwell, and she would not be able to come to the office, to which I agreed. However, the next day, she called again to say she couldn't come due to her mother's health. I insisted that she needed to come as her absence was affecting our project, which she was handling independently. She reluctantly agreed to try. By midday, she was unresponsive to my calls, and when she finally answered, she disconnected abruptly.
She later came to my office with the same attitude. I questioned her about her behavior from the previous day and cited past incidents as well. After our conversation, she left my office. When I visited her workspace for another matter, I found she had left the office early. Her colleague informed me of her departure.
I immediately called her, and after initially ignoring my calls, she answered and expressed unwillingness to work. I managed to persuade her to return to the office.
I seek your advice on how to address this recurring issue of her leaving abruptly and other disruptive behavior.
PLEASE, PLEASE HELP ME. I WOULD BE GRATEFUL FOR YOUR SUGGESTIONS.
Best regards,
Sohini Basu Roy
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I would like to put on record that the notice you issued with threatening language such as a reduction in salary was inappropriate from the outset. Instead, you should have taken steps to understand the organizational culture that may have led employees to take things for granted, such as arriving late. Rather than issuing repeated warnings, why not try to pinpoint the specific issue with that lady and work towards finding a solution within the organizational framework? I still believe that you can have a conversation with her, show empathy, identify the problem, and work together to find a resolution.
Wishing you all the best.
Gokul
Dear friends,
I have been facing a very challenging situation in my office for the past few months. There is a female employee in our office who is a trainee. Over the last few months, I have noticed that employees have not been punctual in arriving at the office. I issued a notice to address this, and most employees complied, except for this particular trainee who continued to arrive late. Despite my repeated warnings, she did not rectify her behavior. One day, she even challenged me by stating that if she was late, I could take any action, including deducting her salary as mentioned in the notice. I remained silent at that time.
Last Thursday, she called me in the morning to inform me that her mother was unwell, and she would not be able to come to the office, to which I agreed. However, the next day, she called again to say she couldn't come due to her mother's health. I insisted that she needed to come as her absence was affecting our project, which she was handling independently. She reluctantly agreed to try. By midday, she was unresponsive to my calls, and when she finally answered, she disconnected abruptly.
She later came to my office with the same attitude. I questioned her about her behavior from the previous day and cited past incidents as well. After our conversation, she left my office. When I visited her workspace for another matter, I found she had left the office early. Her colleague informed me of her departure.
I immediately called her, and after initially ignoring my calls, she answered and expressed unwillingness to work. I managed to persuade her to return to the office.
I seek your advice on how to address this recurring issue of her leaving abruptly and other disruptive behavior.
PLEASE, PLEASE HELP ME. I WOULD BE GRATEFUL FOR YOUR SUGGESTIONS.
Best regards,
Sohini Basu Roy
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Hi,
From what I can see, it's now taken a personal turn and not an official one. Hence, this has to be dealt with not in an official manner. I find that even your ego is getting affected. Meet her in person, not in your cabin or her workplace, but try to set up this meeting, say at your company canteen at odd hours. Start with her. Let her tell all her problems. It will be mostly personal. Only listen. Don't interrupt. She is probably waiting for someone to listen to her.
See what's the actual reason. Analyze the reasons. Ask her in what way the organization can help her. Ask her in what way you can help her. Then ask her what she is going to do from her side to improve things. Observe for a week without any more conversations. Then, if things don't improve, you can take the more serious measures which are easier but painful for her, you, and the company.
Regards, Sandeep Powar
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1From what I can see, it's now taken a personal turn and not an official one. Hence, this has to be dealt with not in an official manner. I find that even your ego is getting affected. Meet her in person, not in your cabin or her workplace, but try to set up this meeting, say at your company canteen at odd hours. Start with her. Let her tell all her problems. It will be mostly personal. Only listen. Don't interrupt. She is probably waiting for someone to listen to her.
See what's the actual reason. Analyze the reasons. Ask her in what way the organization can help her. Ask her in what way you can help her. Then ask her what she is going to do from her side to improve things. Observe for a week without any more conversations. Then, if things don't improve, you can take the more serious measures which are easier but painful for her, you, and the company.
Regards, Sandeep Powar
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Dear Sohini,
Please check on the following:
1. At this stage, it would be wise for you to withdraw a little bit and bring in HR or somebody that both of you trust to have this girl counselled. Try to salvage the situation.
2. Invoke your disciplinary procedures immediately and place this issue on record, or your competence and credibility as a manager will come under the scanner at a later date.
3. Start creating a backup for your project in case this girl quits, as seems to be the case.
Regards,
From France, Clermont-ferrand
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Please check on the following:
1. At this stage, it would be wise for you to withdraw a little bit and bring in HR or somebody that both of you trust to have this girl counselled. Try to salvage the situation.
2. Invoke your disciplinary procedures immediately and place this issue on record, or your competence and credibility as a manager will come under the scanner at a later date.
3. Start creating a backup for your project in case this girl quits, as seems to be the case.
Regards,
From France, Clermont-ferrand
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Hi,
The problem you are facing is quite common, and such types of employees can be found in most organizations. These employees feel proud of breaking laws and show others, "See how I am nailing down HR."
Since this is a common problem, each company has its rules regarding late coming, habitual lateness, etc.
You have tried all possibilities, but this employee is not ready to improve. As a friend rightly said, we are not GOD to solve all problems. We should try to help them minimize their personal problems, but we cannot eliminate their personal problems.
So, make it clear to her that this is a policy, and she should follow the policy now, even if she has to lose her salary - no problem.
Create a report of her absenteeism and give her a simple letter detailing all this information. Lastly, mention that her habitual lateness and indifferent attitude shall be reviewed at the time of appointment or confirmation.
If she is least bothered and unwilling to improve, it's best to write to her boss and seek his explanation on the matter.
Employees not willing to accept company policy should be shown the door, no matter how great a job they are doing.
If you do not treat this as important, then discipline in the company will be at stake. Be soft, positive, but within the company policy.
Anyway, she is a trainee, so start looking out for a replacement in coordination with the project head.
Kamlesh Kanojia
From India, Mumbai
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The problem you are facing is quite common, and such types of employees can be found in most organizations. These employees feel proud of breaking laws and show others, "See how I am nailing down HR."
Since this is a common problem, each company has its rules regarding late coming, habitual lateness, etc.
You have tried all possibilities, but this employee is not ready to improve. As a friend rightly said, we are not GOD to solve all problems. We should try to help them minimize their personal problems, but we cannot eliminate their personal problems.
So, make it clear to her that this is a policy, and she should follow the policy now, even if she has to lose her salary - no problem.
Create a report of her absenteeism and give her a simple letter detailing all this information. Lastly, mention that her habitual lateness and indifferent attitude shall be reviewed at the time of appointment or confirmation.
If she is least bothered and unwilling to improve, it's best to write to her boss and seek his explanation on the matter.
Employees not willing to accept company policy should be shown the door, no matter how great a job they are doing.
If you do not treat this as important, then discipline in the company will be at stake. Be soft, positive, but within the company policy.
Anyway, she is a trainee, so start looking out for a replacement in coordination with the project head.
Kamlesh Kanojia
From India, Mumbai
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Take a glimpse of the advice. Clarify whether he is competent for your organization. She does her work with efficiency and effectiveness. If both things are okay, then forget her duties, counsel her, befriend her, and try to know which things are hurting her most. Consider the pros and cons of the job, chances of getting new jobs, and the impact of references. I hope discussing these topics can help you come to some conclusion. Either she will change or it's better to sack her.
From India, Mumbai
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From India, Mumbai
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Hi,
I don't think a friendly meeting with her will help. It would be best to send a notice to her through written communication and recruit another person. This situation could affect your company's performance level and productivity, so please be strict with company policy. This will set an example for others to follow.
So, don't wait. Please take quick action on this.
Regards,
Viji
From India, Madras
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I don't think a friendly meeting with her will help. It would be best to send a notice to her through written communication and recruit another person. This situation could affect your company's performance level and productivity, so please be strict with company policy. This will set an example for others to follow.
So, don't wait. Please take quick action on this.
Regards,
Viji
From India, Madras
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Dear Ms. Sohini Basu,
I read your email and I understand that the employee is not attending her duties well. Here, I have two solutions.
Firstly, find out whether her excuses are all genuine. Have an open talk with her to determine the reason for her behavior. If you feel that her answers are genuine, you can offer a solution. If she is genuinely interested in work but struggling to manage timings, you can offer flexible working hours, especially if she is a knowledge worker. Additionally, you can consider allowing her to work from home.
Secondly, if you discover that she is not interested in work and is intentionally leaving the workplace, you can take disciplinary action by providing counseling, issuing warnings, implementing suspensions, and ultimately considering termination.
I hope my solutions will be helpful.
Thank you.
From India, Hyderabad
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I read your email and I understand that the employee is not attending her duties well. Here, I have two solutions.
Firstly, find out whether her excuses are all genuine. Have an open talk with her to determine the reason for her behavior. If you feel that her answers are genuine, you can offer a solution. If she is genuinely interested in work but struggling to manage timings, you can offer flexible working hours, especially if she is a knowledge worker. Additionally, you can consider allowing her to work from home.
Secondly, if you discover that she is not interested in work and is intentionally leaving the workplace, you can take disciplinary action by providing counseling, issuing warnings, implementing suspensions, and ultimately considering termination.
I hope my solutions will be helpful.
Thank you.
From India, Hyderabad
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