Hi Prachi,
What you have done is the best in the interest of the company. Most organizations have a policy not to recruit the spouse of an employee or even couples. However, one great learning for us here is that not many organizations have a policy on two employees getting married. We don't face challenges as long as they are in different departments, but it becomes really hard to manage when they are in the same department.
I suggest assigning a day to hear employee suggestions or grievances so that these sorts of things can be handled before they occupy your time for days. As you mentioned, it's not good to have different treatment for different levels of people, as that will always cause disturbances.
Implementing this decision may be challenging in many ways and could even create embarrassment among your employees. Therefore, communicate to your employees why such a tough decision is necessary (at least with senior staff) without embarrassing the Director. This communication can be done in a planned or unplanned manner.
From India, Coimbatore
7What you have done is the best in the interest of the company. Most organizations have a policy not to recruit the spouse of an employee or even couples. However, one great learning for us here is that not many organizations have a policy on two employees getting married. We don't face challenges as long as they are in different departments, but it becomes really hard to manage when they are in the same department.
I suggest assigning a day to hear employee suggestions or grievances so that these sorts of things can be handled before they occupy your time for days. As you mentioned, it's not good to have different treatment for different levels of people, as that will always cause disturbances.
Implementing this decision may be challenging in many ways and could even create embarrassment among your employees. Therefore, communicate to your employees why such a tough decision is necessary (at least with senior staff) without embarrassing the Director. This communication can be done in a planned or unplanned manner.
From India, Coimbatore
Hi Prachi,
This is purely a case of inflated ego and misplaced expectations. You have celebrated your wife's birthday as per the norms of the company - nothing less and nothing more. If that is the case, then what is this senior man sulking about? His wife, being a junior company employee, will not attain the status of a senior employee just because she is now married to him! Threatening to leave the job on this count is an immature reaction.
I would suggest that another senior executive of equal rank or a director of your company speak to him frankly about the issue. I am confident that this individual will come to understand the reason and realize that the matter is too trivial to warrant resigning.
Best of luck,
Mohan
From India
This is purely a case of inflated ego and misplaced expectations. You have celebrated your wife's birthday as per the norms of the company - nothing less and nothing more. If that is the case, then what is this senior man sulking about? His wife, being a junior company employee, will not attain the status of a senior employee just because she is now married to him! Threatening to leave the job on this count is an immature reaction.
I would suggest that another senior executive of equal rank or a director of your company speak to him frankly about the issue. I am confident that this individual will come to understand the reason and realize that the matter is too trivial to warrant resigning.
Best of luck,
Mohan
From India
Hi Prachi,
This is a case of Positional Power confused with Personal Power. This is very common in corporate settings due to immature individuals occupying higher positions. Let the efficient director leave to make room for another one, but you will be able to set a precedent that no person, even if very efficient, is more powerful than the organization.
From Kenya, Nairobi
This is a case of Positional Power confused with Personal Power. This is very common in corporate settings due to immature individuals occupying higher positions. Let the efficient director leave to make room for another one, but you will be able to set a precedent that no person, even if very efficient, is more powerful than the organization.
From Kenya, Nairobi
Dear,
No doubt you are in confusion that he is an efficient person and losing such a person is a great loss. So, what do you say about keeping his word? Will you violate organization policy matters?
Secondly, as he is sitting at such a senior position, he should be professional enough to follow organizational policies. What he does is a resemblance to other employees in the organization.
Don't make him feel that he is an important member of the organization. Try this, and you will see that he will not quit.
Regards,
Abhijeet Sawant
(Manager P&HR)
From India, Ahmadabad
No doubt you are in confusion that he is an efficient person and losing such a person is a great loss. So, what do you say about keeping his word? Will you violate organization policy matters?
Secondly, as he is sitting at such a senior position, he should be professional enough to follow organizational policies. What he does is a resemblance to other employees in the organization.
Don't make him feel that he is an important member of the organization. Try this, and you will see that he will not quit.
Regards,
Abhijeet Sawant
(Manager P&HR)
From India, Ahmadabad
Hi Prachi,
I think if anyone has mentally decided to leave the company, you should never stop such an employee as he has decided to leave. Being a director, the issue is very trivial. Secondly, if he really wanted to go, he could have resigned and would not have waited for all of you to stop him and pamper him. The organization will always run. Never bend your policies for one employee. Thirdly, if you are planning to retain him, think of the precedence he is putting in front of you. He basically wants to be pampered and change the rules of the company for himself. Take all top management in confidence and have a grand farewell party for him.
Regards,
Maya Sharma
I think if anyone has mentally decided to leave the company, you should never stop such an employee as he has decided to leave. Being a director, the issue is very trivial. Secondly, if he really wanted to go, he could have resigned and would not have waited for all of you to stop him and pamper him. The organization will always run. Never bend your policies for one employee. Thirdly, if you are planning to retain him, think of the precedence he is putting in front of you. He basically wants to be pampered and change the rules of the company for himself. Take all top management in confidence and have a grand farewell party for him.
Regards,
Maya Sharma
Hi Prachi,
It may be a striking coincidence that we faced somewhat a similar kind of situation in our company. We have a policy on employees' birthdays, where we provide Sodexo passes to them. The value of the Sodexo passes depends on the employee's level within the company.
One of our most senior employees, whose wife was at a middle level within the company, experienced a discrepancy in the value of the Sodexo passes they received. This situation led to dissatisfaction from the senior employee, who then blamed the HR department and even threatened to resign.
Facing a dilemma as we couldn't afford to lose such a senior employee, we sought special approval from our CEO to issue additional Sodexo coupons to the senior employee's wife. Recognizing this as a loophole in our policy that could affect other employees, we held a meeting with our steering committee and CEO, amending the birthday policy to state that all employees, regardless of grade or level, would receive gift coupons of equal value. We justified this change as a means to promote equality among employees.
The revision was well received by all employees, and we believe that taking immediate action in such unusual and challenging situations is crucial. I encourage our HR colleagues to share their feedback and any similar experiences they have encountered.
Regards,
Harsha.
From India
It may be a striking coincidence that we faced somewhat a similar kind of situation in our company. We have a policy on employees' birthdays, where we provide Sodexo passes to them. The value of the Sodexo passes depends on the employee's level within the company.
One of our most senior employees, whose wife was at a middle level within the company, experienced a discrepancy in the value of the Sodexo passes they received. This situation led to dissatisfaction from the senior employee, who then blamed the HR department and even threatened to resign.
Facing a dilemma as we couldn't afford to lose such a senior employee, we sought special approval from our CEO to issue additional Sodexo coupons to the senior employee's wife. Recognizing this as a loophole in our policy that could affect other employees, we held a meeting with our steering committee and CEO, amending the birthday policy to state that all employees, regardless of grade or level, would receive gift coupons of equal value. We justified this change as a means to promote equality among employees.
The revision was well received by all employees, and we believe that taking immediate action in such unusual and challenging situations is crucial. I encourage our HR colleagues to share their feedback and any similar experiences they have encountered.
Regards,
Harsha.
From India
If this person is senior enough to assume the role of the Director of the company, he must also be able to understand how to draw the line between personal and professional life. I suppose this is why it is safe to say that spouses shouldn't work for the same employer, as it can cause such issues.
From India, Kochi
From India, Kochi
Dear Prachi,
You deserve special appreciation for understanding the root cause of the situation. Many times, personal egos or family matters cause a lot of issues in the workplace. It is always better to have a common policy for celebrations rather than inviting problems and dissatisfaction among employees.
Regards,
Harikumar
From India, Calcutta
You deserve special appreciation for understanding the root cause of the situation. Many times, personal egos or family matters cause a lot of issues in the workplace. It is always better to have a common policy for celebrations rather than inviting problems and dissatisfaction among employees.
Regards,
Harikumar
From India, Calcutta
Hi,
I feel that this Director is acting in a totally unprofessional manner. He might have already received a good offer and is merely using this incident as an excuse to pressurize the HR dept. It would be prudent if a senior member of the company speaks to him and helps him see reason.
Regards,
Stan
I feel that this Director is acting in a totally unprofessional manner. He might have already received a good offer and is merely using this incident as an excuse to pressurize the HR dept. It would be prudent if a senior member of the company speaks to him and helps him see reason.
Regards,
Stan
This is indeed weird. I mean, to see someone at a director level, who should lead by example, behave like this. Doesn't he even have the capacity to think about the other employees? After reading through, I wonder how efficient he really is. If he were my colleague, I'd happily show him the door, because one rotten apple can ruin the whole bunch. I think he should get a grip and learn to look at his personal and professional lives as two different entities. God... some people can be really difficult, eh? And Stan, I totally agree with you. For all you know, he might have gotten another offer.
From India, Bangalore
From India, Bangalore
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