Hello Seniors!
what if an employee resigns and serving a notice period. but under notice period he doesn't behave well. though he doesn't use any foul language but yes writes mails and questions the reporting managers on their performance. he actually takes out his frustration in that way. he knows he cant say verbally anything as that may be taken as misconduct so he writes mails (no bad language). if we counsel him he doesn't listen.
my qs is can an employee be terminated just for above mentioned reasons that too under the notice period.
Thanks!
Saunee
From India, New Delhi
12what if an employee resigns and serving a notice period. but under notice period he doesn't behave well. though he doesn't use any foul language but yes writes mails and questions the reporting managers on their performance. he actually takes out his frustration in that way. he knows he cant say verbally anything as that may be taken as misconduct so he writes mails (no bad language). if we counsel him he doesn't listen.
my qs is can an employee be terminated just for above mentioned reasons that too under the notice period.
Thanks!
Saunee
From India, New Delhi
Dear Saunee,
Even after counselling also if there is no impact on the delinquent employee then issue the show cause notice and ask the explanation. If the explanation is not satisfactory then give him warning letter. Termination would be too harsh punishment.
DVD
From India, Bangalore
Even after counselling also if there is no impact on the delinquent employee then issue the show cause notice and ask the explanation. If the explanation is not satisfactory then give him warning letter. Termination would be too harsh punishment.
DVD
From India, Bangalore
Many Thanks for replying so early. this is what we did. but i m in doubt is it good to allow him at work for more days?? what if he does something which may impact the image of org.
what do you think on this?
From India, New Delhi
what do you think on this?
From India, New Delhi
Dear Saunee,
Even after issuing warning letter also if that person continues to be wayward then conduct the domestic enquiry. Let his misconduct be proved then you can take any action as you deem fit.
DVD
From India, Bangalore
Even after issuing warning letter also if that person continues to be wayward then conduct the domestic enquiry. Let his misconduct be proved then you can take any action as you deem fit.
DVD
From India, Bangalore
Dear Mr. Saunee,
You wrote one side of the story and its about INITIATING DISCIPLINARY ACTION. I want to know the other side of the story because i had been STUDYING HUMAN PSYCHOLOGY OF BEHAVIOR and i am sure that, there must be a CONCRETE REASON and ASSOCIATE FACTORS for an employee to either MISBEHAVE or BEHAVE ABNORMALLY(it can be anything apart from NORMAL BEHAVIOUR). At times, these kind of behaviours doesn't harm anyone other than doer itself. Yes, others may get irritated or may not able to tolerate his presence.
1) As a COUNSELOR, i would like to know more about your employee and why is your employee "FRUSTRATED"?
2) Also let me know, why did he speak about YOUR MANAGERS PERFORMANCE? Is your manager performance UPTO THE MARK?
3) How was the INTERPERSONAL RELATIONSHIP between MANAGER & this EMPLOYEE.
4) Whatever he had questioned, is it related to his behaviour?
Kindly make a note that, if a A PERFORMING EMPLOYEE is leaving company due to GENUINE REASON'S(if not personal) then its loss the organisation.
Looking forward to hear from you at the earliest.
With profound regards
From India, Chennai
You wrote one side of the story and its about INITIATING DISCIPLINARY ACTION. I want to know the other side of the story because i had been STUDYING HUMAN PSYCHOLOGY OF BEHAVIOR and i am sure that, there must be a CONCRETE REASON and ASSOCIATE FACTORS for an employee to either MISBEHAVE or BEHAVE ABNORMALLY(it can be anything apart from NORMAL BEHAVIOUR). At times, these kind of behaviours doesn't harm anyone other than doer itself. Yes, others may get irritated or may not able to tolerate his presence.
1) As a COUNSELOR, i would like to know more about your employee and why is your employee "FRUSTRATED"?
2) Also let me know, why did he speak about YOUR MANAGERS PERFORMANCE? Is your manager performance UPTO THE MARK?
3) How was the INTERPERSONAL RELATIONSHIP between MANAGER & this EMPLOYEE.
4) Whatever he had questioned, is it related to his behaviour?
Kindly make a note that, if a A PERFORMING EMPLOYEE is leaving company due to GENUINE REASON'S(if not personal) then its loss the organisation.
Looking forward to hear from you at the earliest.
With profound regards
From India, Chennai
Dear Sir,
I am working in a rolling mill which produces 8mm to 32mm steel bars of 150 tons per day and as per the Environment & forest department we have to obtain clearance for this project. Can anybody please help me out in getting all the formalities in getting the clearance from the said department. I shall be thank ful for all the members
From United States, Chicago
I am working in a rolling mill which produces 8mm to 32mm steel bars of 150 tons per day and as per the Environment & forest department we have to obtain clearance for this project. Can anybody please help me out in getting all the formalities in getting the clearance from the said department. I shall be thank ful for all the members
From United States, Chicago
Saunee,
In your place I will follow one of the following options:-
(a) Send an internal mail to all resources to ignore the contents of mails sent by him since he is a disgruntled employee.
(b) Ask you System Administrator to block all mails sent by him. This can be done in the mail sever. (you cannot do anything if he send emails to personal email id's of your employees.)
(c) In case the mails sent by him are going do affect the business interest of the company in a big way, the best option is send him home ASAP by paying him compensation in lieu of the notice period
Please let me know as to how you finally tackled the issue.
Regards
Wing Commander S. Harshavardhan
From India, Madras
In your place I will follow one of the following options:-
(a) Send an internal mail to all resources to ignore the contents of mails sent by him since he is a disgruntled employee.
(b) Ask you System Administrator to block all mails sent by him. This can be done in the mail sever. (you cannot do anything if he send emails to personal email id's of your employees.)
(c) In case the mails sent by him are going do affect the business interest of the company in a big way, the best option is send him home ASAP by paying him compensation in lieu of the notice period
Please let me know as to how you finally tackled the issue.
Regards
Wing Commander S. Harshavardhan
From India, Madras
Dear Friend
You can ask him to leave even the notice period without deducting any notice period compensation. Or if the appointment permits you can give one month notice period payment and releave him immediatly.
Regards
alphonse
From India, Madras
You can ask him to leave even the notice period without deducting any notice period compensation. Or if the appointment permits you can give one month notice period payment and releave him immediatly.
Regards
alphonse
From India, Madras
Hi Saunee and All other members,
I am surprised, why we start providing solutions without having full knowledge or other side of the story.
Saunee raised question regarding termination of an employee who is serving notice period. Why we are suggesting how to terminate that guy or counsel him or issue show cause notice. Why we are trying find ways and means to terminate the outgoing employee and help Saunee.
I would suggest everyone to help Saunee to understand the situation. (Successful People do not do different work but they do work differently)
My view point on thread:
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee.
5) Employee leaves the managers and they do not leave the organisation.
Sanuee, hope I am clear to you.
Thanks & Regards
Manjay Kumar Sharma | Senior Consultant | E-mail :
| Skype ID : manjay.sharma73 |Mobile: +91- 98105 07200
Malay Gauri Consultants Pvt. Ltd
|Outsourcing and Consultancy URL: <www.malaygauri.com>| Human Resource URL: <MGcrpo >| Job portal URL: <www.nayeeraah.com> |
From India, Delhi
I am surprised, why we start providing solutions without having full knowledge or other side of the story.
Saunee raised question regarding termination of an employee who is serving notice period. Why we are suggesting how to terminate that guy or counsel him or issue show cause notice. Why we are trying find ways and means to terminate the outgoing employee and help Saunee.
I would suggest everyone to help Saunee to understand the situation. (Successful People do not do different work but they do work differently)
My view point on thread:
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee.
5) Employee leaves the managers and they do not leave the organisation.
Sanuee, hope I am clear to you.
Thanks & Regards
Manjay Kumar Sharma | Senior Consultant | E-mail :
Malay Gauri Consultants Pvt. Ltd
|Outsourcing and Consultancy URL: <www.malaygauri.com>| Human Resource URL: <MGcrpo >| Job portal URL: <www.nayeeraah.com> |
From India, Delhi
Dear Mr. Manjay Kumar sharma,
Kindly do read my views posted in PAGE 1. I had already covered most of the points you had mentioned in your post.
I sincerely appreciate your views as they are VALID POINTS for the HR to CONSIDER.
I do agree with you on this point "EMPLOYEES LEAVE THEIR MANAGERS BUT NOT ORGANISATION". My experience says "MANAGER's NEVER(or may be very rare in cases) LEAVE THEIR ORGANISATION BECAUSE THEY ARE COMPENSATED WELL AND THERE IS NO EFFECTIVE PMS TO EVALUATE THEM"
With profound regards
From India, Chennai
Kindly do read my views posted in PAGE 1. I had already covered most of the points you had mentioned in your post.
I sincerely appreciate your views as they are VALID POINTS for the HR to CONSIDER.
I do agree with you on this point "EMPLOYEES LEAVE THEIR MANAGERS BUT NOT ORGANISATION". My experience says "MANAGER's NEVER(or may be very rare in cases) LEAVE THEIR ORGANISATION BECAUSE THEY ARE COMPENSATED WELL AND THERE IS NO EFFECTIVE PMS TO EVALUATE THEM"
With profound regards
From India, Chennai
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