Dear All,
Please help me on a serious matter.
I am working in a IT firm from July,2010. earlier this org was like a "LALLA COMPANY". No rules and regulations were there. But now we are making policies and working very operationally.
Here are 4 to 5 employees who are working from last 6 to 7 years. one of them is creating nuisance in the company. whatever the data i got from the company that is very old. So now i request everyone to kindly update me their updated information. but he is not cooperating with the things and unnecessarily creating issues of small small things. in short, destroying company atmosphere.
Please guide me what should be the steps to sake that person as everyone in the office is facing problem from him. His attitude, ego, language, body language etc etc is the main problem.
I know that you all very knowledgeable, experienced person in this site and definitely give me solution as a HR person. Please tell me the way of HR only.
Thanks
Simran Mandla.
From India, Pune
Please help me on a serious matter.
I am working in a IT firm from July,2010. earlier this org was like a "LALLA COMPANY". No rules and regulations were there. But now we are making policies and working very operationally.
Here are 4 to 5 employees who are working from last 6 to 7 years. one of them is creating nuisance in the company. whatever the data i got from the company that is very old. So now i request everyone to kindly update me their updated information. but he is not cooperating with the things and unnecessarily creating issues of small small things. in short, destroying company atmosphere.
Please guide me what should be the steps to sake that person as everyone in the office is facing problem from him. His attitude, ego, language, body language etc etc is the main problem.
I know that you all very knowledgeable, experienced person in this site and definitely give me solution as a HR person. Please tell me the way of HR only.
Thanks
Simran Mandla.
From India, Pune
Dear HR,
To look in to the matter it’s a small problem, when you think about Org benefit you need to be head strong in keeping the things in place. The only way is to value the exp they had put in the org or want the Operations to be start smoothly when we try to give the priority to both it would be a problem…..
Regards’
Shashank
From India, Hyderabad
To look in to the matter it’s a small problem, when you think about Org benefit you need to be head strong in keeping the things in place. The only way is to value the exp they had put in the org or want the Operations to be start smoothly when we try to give the priority to both it would be a problem…..
Regards’
Shashank
From India, Hyderabad
Hi, Speak to that person politely and tell him that company has implementd some rules and policies. All existing and new employees have to follow the changes done in the organisation. Regards, Kala.
From India, Thana
From India, Thana
Dear HR, You can call for a employee meeting and say few proud words about that person and you can give him a responsibility in such a way your requirement is fulfilled Regards, Noushad
From India, Madras
1From India, Madras
Dear Friend, Have a individual orientation program on the new policies created and make him understand the importance of it. Regards, Venky
From India, Tiruppur
From India, Tiruppur
Dear Simran, Make him realize that how important he is in the company & his behaviour will affect others. So tell them to co-ordinate so that its for their benefit only. Regards, Rajdeep
From India, Madras
From India, Madras
Hi HR,
It will be dealt with Psychological affection.
Speak to him pesonally, have a interaction everyday, he should not feel he has been out of care from you.,
listen his probs, provide solutions whether family or official issues.,
make him understand to do changing process through him., make him he is the key person for implementation of policies and changes. then see the impact.
calvin
From India, Mumbai
It will be dealt with Psychological affection.
Speak to him pesonally, have a interaction everyday, he should not feel he has been out of care from you.,
listen his probs, provide solutions whether family or official issues.,
make him understand to do changing process through him., make him he is the key person for implementation of policies and changes. then see the impact.
calvin
From India, Mumbai
Show him how the new rules etc will benefit him personally. Once people see what's in it for them, they usually do the needful easily.
Prove that these new things work for him and other employees, that is the best way.
From India, Bangalore
Prove that these new things work for him and other employees, that is the best way.
From India, Bangalore
dear all,
thanks for your valuable suggestions but i have done all the things. today he crossed the limits. so today we had a meeting and decided what should we do.you all please let me know what is the procedure of terminate an associate and what will be the full and final settlement.
thanks
From India, Pune
thanks for your valuable suggestions but i have done all the things. today he crossed the limits. so today we had a meeting and decided what should we do.you all please let me know what is the procedure of terminate an associate and what will be the full and final settlement.
thanks
From India, Pune
Hello Simran,
You haven't responded to neeru.singh1431's query--whether you spoke to the Owner/director.
I am sure there must be some background to this guy's case--which the Director can brief you well [& if he/she CAN'T or 'DOESN'T WANT TO brief you, then you better get out of that place fast--since it points to a very wrong perception/expectation of the HR function itself from the management].
I am saying this since you mentioned that "everyone in the office is facing problem from him"--in which case why was he tolerated so long [you mentioned he is working there from 6-7 yrs] by everyone? Is he related to the Director? Quite a few other queries that beg your inputs.
If what you want is a solution to the situation, better give ALL the inputs so that the members can advise/suggest you accurately.
If you have already decided the 'causes' & the 'solution', then what you are asking this Forum is the way to do it--which I think is both unfair [you are asking someone for advice without the full picture] & quite likely to boomerang on you later--being from HR, you will be the First one to face the flak, if things go out-of-control.
Rgds,
TS
From India, Hyderabad
You haven't responded to neeru.singh1431's query--whether you spoke to the Owner/director.
I am sure there must be some background to this guy's case--which the Director can brief you well [& if he/she CAN'T or 'DOESN'T WANT TO brief you, then you better get out of that place fast--since it points to a very wrong perception/expectation of the HR function itself from the management].
I am saying this since you mentioned that "everyone in the office is facing problem from him"--in which case why was he tolerated so long [you mentioned he is working there from 6-7 yrs] by everyone? Is he related to the Director? Quite a few other queries that beg your inputs.
If what you want is a solution to the situation, better give ALL the inputs so that the members can advise/suggest you accurately.
If you have already decided the 'causes' & the 'solution', then what you are asking this Forum is the way to do it--which I think is both unfair [you are asking someone for advice without the full picture] & quite likely to boomerang on you later--being from HR, you will be the First one to face the flak, if things go out-of-control.
Rgds,
TS
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Problem-solving -powerpoint1658 _168.ppt