Greetings to all the HR people...
I'm here to seek your advice... Hope your advice will help me in finding the right sol.
In my new co. there is a female employee (T.L) who had taken diwali week off while the hr dept. didnt approved her leaves and same was informed to her . the reason was her poor performance.
she even didnt informed anyone that she is on off... she was suppose to submit important reports to the director, today.
Director doesnt feel like to cont. her. Is that right thing to do or we should give here the last chance. and shoot a mail for her performance and for the leaves she had taken.
I want to set an example for the other employees also. how should i go about this situation ?? and what would be the right channel of informing the other employees ??/
kindly suggest......
From India, Delhi
3I'm here to seek your advice... Hope your advice will help me in finding the right sol.
In my new co. there is a female employee (T.L) who had taken diwali week off while the hr dept. didnt approved her leaves and same was informed to her . the reason was her poor performance.
she even didnt informed anyone that she is on off... she was suppose to submit important reports to the director, today.
Director doesnt feel like to cont. her. Is that right thing to do or we should give here the last chance. and shoot a mail for her performance and for the leaves she had taken.
I want to set an example for the other employees also. how should i go about this situation ?? and what would be the right channel of informing the other employees ??/
kindly suggest......
From India, Delhi
Hi Lakshmi,
When an employee started showing ignorance in her/his behavior, there is no point to retain that employee in the organization. As I am well experienced with these employee, who are root cause for demoralizing other employees as well. Issue a warning letter/show cause notice. Have a meeting with her immediate supervisor and other respective HOD's along with the HR and document all the conversation over an email/letter.
If you really want to give her a chance, consult the same with her immediate manager and other HOD's with proper SWOT analysis and proceed further.
From India, Bangalore
When an employee started showing ignorance in her/his behavior, there is no point to retain that employee in the organization. As I am well experienced with these employee, who are root cause for demoralizing other employees as well. Issue a warning letter/show cause notice. Have a meeting with her immediate supervisor and other respective HOD's along with the HR and document all the conversation over an email/letter.
If you really want to give her a chance, consult the same with her immediate manager and other HOD's with proper SWOT analysis and proceed further.
From India, Bangalore
Hi Lakshika
As Mahesh suggested you can issue show cause notice to the employee in case she has turned up for work. If not initiate disciplinary procedures against her.
If she is in work issue notice and initiate discussion with her manager as well as with the Director. You can even put her in PDP for 3 months.
If she is in probation extend her confirmation and put her in PDP.
From India, Bangalore
As Mahesh suggested you can issue show cause notice to the employee in case she has turned up for work. If not initiate disciplinary procedures against her.
If she is in work issue notice and initiate discussion with her manager as well as with the Director. You can even put her in PDP for 3 months.
If she is in probation extend her confirmation and put her in PDP.
From India, Bangalore
Thanx a ton Mr. M.R. Girdhar & Mr. Mahesh.
I had Discuss it with our director . As we cant not fire that employee immediately, reason being it is not possible to fulfil that position with in a day or two.. so we decided to shoot a mail for both the reason.
Now I want convey to other employees that what are the consequences of taking leave without prior permission and without informing, in case of emergency.
I dont want to mail it everyone. nor i want to put on Notice board as it de-motivate her.. Then what should i do in order to set as example in the organization.
From India, Delhi
I had Discuss it with our director . As we cant not fire that employee immediately, reason being it is not possible to fulfil that position with in a day or two.. so we decided to shoot a mail for both the reason.
Now I want convey to other employees that what are the consequences of taking leave without prior permission and without informing, in case of emergency.
I dont want to mail it everyone. nor i want to put on Notice board as it de-motivate her.. Then what should i do in order to set as example in the organization.
From India, Delhi
Hello Lakshika Nagpal,
While concurring with Mahesh, there's one thing which your HR dept SHOULDN'T have done--LINKING Diwali with her festival leaves. Everyone knows how important a festival is Diwali. They ought to have foreseen/anticipated this situation which emerged--the employee disregarding the instructions. Frankly, your HR only put themselves into a clumsy situation by mixing-up two different issues, in a fit of hang-up/ego.
You haven't mentioned her stay in the company.
Is this attitude a new development or was it something that has been there earlier too?
Was this discussed with her anytime by HR or her boss?
Like the legal Quote goes: Justice should not only be done, but should also seen to be done. Rather than resorting to 'shoot a mail', first get to the bottom of the 'why' of her attitude by TALKING F2F to her. If she can't give convincing answers, then she can be given clear indication of things being put in writing. For all you know, her attitude COULD only be a 'response' to the way she was treated? The possibilities can be many--including herself. But when drastic action is being planned, it's better to be sure you are on the right & appropriate track. If not, the very objective you want to focus on ["set an example for the other employees also"] could be a reality, albeit in a reverse order of things.
Rgds,
TS
From India, Hyderabad
While concurring with Mahesh, there's one thing which your HR dept SHOULDN'T have done--LINKING Diwali with her festival leaves. Everyone knows how important a festival is Diwali. They ought to have foreseen/anticipated this situation which emerged--the employee disregarding the instructions. Frankly, your HR only put themselves into a clumsy situation by mixing-up two different issues, in a fit of hang-up/ego.
You haven't mentioned her stay in the company.
Is this attitude a new development or was it something that has been there earlier too?
Was this discussed with her anytime by HR or her boss?
Like the legal Quote goes: Justice should not only be done, but should also seen to be done. Rather than resorting to 'shoot a mail', first get to the bottom of the 'why' of her attitude by TALKING F2F to her. If she can't give convincing answers, then she can be given clear indication of things being put in writing. For all you know, her attitude COULD only be a 'response' to the way she was treated? The possibilities can be many--including herself. But when drastic action is being planned, it's better to be sure you are on the right & appropriate track. If not, the very objective you want to focus on ["set an example for the other employees also"] could be a reality, albeit in a reverse order of things.
Rgds,
TS
From India, Hyderabad
Hi Lakshika,
When an employee starts expressing negative behavior towards work, reasons can be: trying to get attention from the management, expects hike in salary, and feels he/she is not recognized for the earlier efforts invested, looking out for another job, or has an offer in hand, he/she may be of vital important to the team due to the knowledge they possess regarding the project and many more….
As a HR person you will have to get the clear picture from the management whether they desperately need this candidate or if they would feel good to retain the employee or if they won’t mind (project does not get affected) if the employee leaves the organization.
Next you need to talk to the employee and find out what has caused the lack of interest in her, (skills required are empathize, comfort the employee, never criticize, listen and talk less, never commit anything, prob by asking more open end questions).
Now you have the employee’s reason for current behavior, you will be in better position for assessment. Discuss the same with the management; make practical, logical, realistic and non-biased agreement (plan A and Plan B)
Now talk to the employee, assure her that the management wants her part of the organization and present her the plan A if she agrees then fine (keep a condition based on time and performance). If not use Plan B (keep a condition based on time and performance).
Now you will have to wait and observe the behavior if everything goes fine then its good if not you can take action as you have the condition of time, performance & behavior. Send warning mails and also get the warning letter in hard copy and issue it. This will help other people in office understand that the company will take action on employees who do not abide to the companies policy.
From India, Madras
When an employee starts expressing negative behavior towards work, reasons can be: trying to get attention from the management, expects hike in salary, and feels he/she is not recognized for the earlier efforts invested, looking out for another job, or has an offer in hand, he/she may be of vital important to the team due to the knowledge they possess regarding the project and many more….
As a HR person you will have to get the clear picture from the management whether they desperately need this candidate or if they would feel good to retain the employee or if they won’t mind (project does not get affected) if the employee leaves the organization.
Next you need to talk to the employee and find out what has caused the lack of interest in her, (skills required are empathize, comfort the employee, never criticize, listen and talk less, never commit anything, prob by asking more open end questions).
Now you have the employee’s reason for current behavior, you will be in better position for assessment. Discuss the same with the management; make practical, logical, realistic and non-biased agreement (plan A and Plan B)
Now talk to the employee, assure her that the management wants her part of the organization and present her the plan A if she agrees then fine (keep a condition based on time and performance). If not use Plan B (keep a condition based on time and performance).
Now you will have to wait and observe the behavior if everything goes fine then its good if not you can take action as you have the condition of time, performance & behavior. Send warning mails and also get the warning letter in hard copy and issue it. This will help other people in office understand that the company will take action on employees who do not abide to the companies policy.
From India, Madras
"Work is love made visible. And if one cannot work with love but only with distaste, it is better that one should leave the work and sit at the gate of the temple and take alms of those who work with joy"
More often we see when our work demands, we cancelled our all other work appointments and leaves even at the festival time. I second Mr TajSateesh would like to present a quote/saying "Work is Worship" that says all here.
I buy that Festival "Diwali" is much important and knows the value of this festival too but when an employee knows that he/she is responsible for a very important work and has to submit some reports, and also is reporting to a Director, must not be so irresponsible and unprofessional like to avoid important work and took off even without informing seniors.
We all knows how much our work, in this fast and competitive world is important that always demands much more efforts and inputs from us to survive. And if she is not taking her work seriously and showing this kind of unprofessional attitude, deserve the strict action.
I second Mr Mahesh and Mr Alwar and other member, in favor of issuing her a warning letter.
From India, Gurgaon
More often we see when our work demands, we cancelled our all other work appointments and leaves even at the festival time. I second Mr TajSateesh would like to present a quote/saying "Work is Worship" that says all here.
I buy that Festival "Diwali" is much important and knows the value of this festival too but when an employee knows that he/she is responsible for a very important work and has to submit some reports, and also is reporting to a Director, must not be so irresponsible and unprofessional like to avoid important work and took off even without informing seniors.
We all knows how much our work, in this fast and competitive world is important that always demands much more efforts and inputs from us to survive. And if she is not taking her work seriously and showing this kind of unprofessional attitude, deserve the strict action.
I second Mr Mahesh and Mr Alwar and other member, in favor of issuing her a warning letter.
From India, Gurgaon
Dear Lakshika,
All the line of thoughts are presented here by our fellow Hr practitioners for your further analysis. As a practitioner in HR arena in senior capacity for almost 15 years , I may add that you please get to the bottom of the issue and listen her side completely over a discussion. There are many reasons and factors like her attitude, personal reasons, family background, experience, knowledge and her importance in her work. Find out and then take any action by email making to understand that her stand is not fair and incorrect. You will find that at the end of the day people will look at you with respect and value your judgement.
In any profession and decision fair play will go a long way .
Best regards.
V. Rangarajan.
From India, Pune
All the line of thoughts are presented here by our fellow Hr practitioners for your further analysis. As a practitioner in HR arena in senior capacity for almost 15 years , I may add that you please get to the bottom of the issue and listen her side completely over a discussion. There are many reasons and factors like her attitude, personal reasons, family background, experience, knowledge and her importance in her work. Find out and then take any action by email making to understand that her stand is not fair and incorrect. You will find that at the end of the day people will look at you with respect and value your judgement.
In any profession and decision fair play will go a long way .
Best regards.
V. Rangarajan.
From India, Pune
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