Please help me in handling below mentioned issue:
One of our employee whenever there is any activity or celebration happen in our organisation behaves very much casual. I conducted that employees session told this is not acceptable in our organisation. That employee started behaving good after that session. But after few days again started behaving like that.
What kind of action i can take against that employee so that it will never happen again.
From India, Chandigarh
One of our employee whenever there is any activity or celebration happen in our organisation behaves very much casual. I conducted that employees session told this is not acceptable in our organisation. That employee started behaving good after that session. But after few days again started behaving like that.
What kind of action i can take against that employee so that it will never happen again.
From India, Chandigarh
Dear Murali the thing is i dont want to be harsh. Want to handle this situation as smoothly as i can. Thanx NK
From India, Chandigarh
From India, Chandigarh
Dear Sargi
If any Employee behave casual during celebration and event of your company, and it is socially acceptable for all staff around then no issue at all for HR, celebration is for being casual, forgot your work stress for some time and be free and enjoy.
can you elaborate type of behavior during such event by that employee?
Take it easy let them enjoy, being HR why we always try to control behavior of employee at all time. while it is not counter productive to organisation.
Reply your comment.
From India, Surat
8If any Employee behave casual during celebration and event of your company, and it is socially acceptable for all staff around then no issue at all for HR, celebration is for being casual, forgot your work stress for some time and be free and enjoy.
can you elaborate type of behavior during such event by that employee?
Take it easy let them enjoy, being HR why we always try to control behavior of employee at all time. while it is not counter productive to organisation.
Reply your comment.
From India, Surat
as i mentioned earlier that was not casual that was very much casual that person behaves awkward that everybody else start looking at that person and ruin mood of every other person.
I am not able to understand how can i handle this smoothly because we already conducted two sessions of that person for behaviour
Thanx
NK
From India, Chandigarh
I am not able to understand how can i handle this smoothly because we already conducted two sessions of that person for behaviour
Thanx
NK
From India, Chandigarh
Could you please help me with the contents of that notice so that i t doesnot look offensive. Thanx NK
From India, Chandigarh
From India, Chandigarh
for experiment you instruct him officially not to attend a event or celebration due to his erred behavior, and let others know it, so he feels embrassed and ashamed infront of others, all r enjoying celebration and he is at work as part of punishment. it may realize him abt his behavior is not proper for such corum. And be some harsh in place of intend to handle it smoothly.
Regard
Dilip
From India, Surat
Regard
Dilip
From India, Surat
Dear NK,
People do behave casually for the following plausible reasons :-
1. To avoid taking up any responsibilities in the arrangements etc.
2. To receive the attention of others to become centre of attraction.
3. Some of his colleagues would have enjoyed and appreciated him previously for such activities - a few people literally would take sarcastic comments as true and would become laughing stock unwittingly.
You said his behavior after some training got improved which means there is room for improvement and something prevents him from perpetuating good behaviour - what is it? Informal personal counselling will be very helpful.
The moment he loses attention for this casual attitude of his, he would become normal. Attention paid in any form would induce him to continue this in the days to come as well.
As a person getting interacted more with him, you are the best person to handle him suitably.
Ganesh Ramachandran
NLP Trainer, Psychological Counselor, Clinical Hypnotherapist, Reiki Master-Healer
From India, Tiruppur
People do behave casually for the following plausible reasons :-
1. To avoid taking up any responsibilities in the arrangements etc.
2. To receive the attention of others to become centre of attraction.
3. Some of his colleagues would have enjoyed and appreciated him previously for such activities - a few people literally would take sarcastic comments as true and would become laughing stock unwittingly.
You said his behavior after some training got improved which means there is room for improvement and something prevents him from perpetuating good behaviour - what is it? Informal personal counselling will be very helpful.
The moment he loses attention for this casual attitude of his, he would become normal. Attention paid in any form would induce him to continue this in the days to come as well.
As a person getting interacted more with him, you are the best person to handle him suitably.
Ganesh Ramachandran
NLP Trainer, Psychological Counselor, Clinical Hypnotherapist, Reiki Master-Healer
From India, Tiruppur
Hallo Sargi
While your observation of the casual attitude shows a keen interest and observation on your part, the problem is that you cannot do anything against this person for what you perceive as their attitude, unless such attitude disrupts or influences the rest of your staff, staff events or performance. this is not the end of it though...
A perceived casual attitude is normally an indication of one of the following:-
1. In a social atmosphere, arrogance.
Causes:-
An inability to connect socially - This could be because of an underlying shyness, serious personal problems, being from another area or culture than the rest of the group, or a physical impediment that the person feels ashamed about. Remember that arrogance is normally a personal means of self-justification and a self-defense mechanism to keep others at a distance. It could also be an indication that the person regards himself as better than the rest, or feels intellectually superior to the rest.
Solution:-
Investigate - without the subject knowing (that will simply set up barriers) - what the root cause is behind the attitude.
If it is shyness, make sure to actively include the person in the group by asking his opinion, or relying on his participation in a public fashion.
If it is personal problems, try to find out more without being intrusive - simply reassure the person that as HR, you are concerned about him.
If it is a cultural problem, concentrate efforts to the group - in public - that in a work environment, all are equal and on the same footing.
If it is a physical impediment, ignore the condition, but increase the pressure on the person to participate.
2. Boredom
It is possible that this person is simply capable of much more than he is allowed to be, and finds the situation boring or menial.
Try to assess his talents and / or aptitude, and then compare his current level of work-assignment to his ability.
It is possible that he is simply not intellectually stimulated by the environment.
If this is the case, try to engage the person in problem-solving on his own level - challenge his intellect, and see whether that improves the situation. My guess is that his attitude will improve once he feels that he is delivering a more meaningful contribution.
If all of this fails, and you still feel that his attitude is being disruptive, put him through a conduct-councelling session, and follow the full steps to ascertain that the person does not feel that the matter is becoming constructive to his dismissal.
Hope this helps...
From South Africa, Pretoria
While your observation of the casual attitude shows a keen interest and observation on your part, the problem is that you cannot do anything against this person for what you perceive as their attitude, unless such attitude disrupts or influences the rest of your staff, staff events or performance. this is not the end of it though...
A perceived casual attitude is normally an indication of one of the following:-
1. In a social atmosphere, arrogance.
Causes:-
An inability to connect socially - This could be because of an underlying shyness, serious personal problems, being from another area or culture than the rest of the group, or a physical impediment that the person feels ashamed about. Remember that arrogance is normally a personal means of self-justification and a self-defense mechanism to keep others at a distance. It could also be an indication that the person regards himself as better than the rest, or feels intellectually superior to the rest.
Solution:-
Investigate - without the subject knowing (that will simply set up barriers) - what the root cause is behind the attitude.
If it is shyness, make sure to actively include the person in the group by asking his opinion, or relying on his participation in a public fashion.
If it is personal problems, try to find out more without being intrusive - simply reassure the person that as HR, you are concerned about him.
If it is a cultural problem, concentrate efforts to the group - in public - that in a work environment, all are equal and on the same footing.
If it is a physical impediment, ignore the condition, but increase the pressure on the person to participate.
2. Boredom
It is possible that this person is simply capable of much more than he is allowed to be, and finds the situation boring or menial.
Try to assess his talents and / or aptitude, and then compare his current level of work-assignment to his ability.
It is possible that he is simply not intellectually stimulated by the environment.
If this is the case, try to engage the person in problem-solving on his own level - challenge his intellect, and see whether that improves the situation. My guess is that his attitude will improve once he feels that he is delivering a more meaningful contribution.
If all of this fails, and you still feel that his attitude is being disruptive, put him through a conduct-councelling session, and follow the full steps to ascertain that the person does not feel that the matter is becoming constructive to his dismissal.
Hope this helps...
From South Africa, Pretoria
There is a famouns saying "praise in public and blame privately.
You can call the employee in a separate place and ensure that no one is watching.
After that you can explain him about his behaviour and how the situation changed because of his activity.
You can also tell him that you can take necessary action against him but to warn him before that you are discussing with him to maintain a cardial relationship.
You can very gently but strongly express your view to him.
If he realised leave it as it is. If not take disciplinary action.
Regards,
P. Sivaguru.
From India, Mumbai
You can call the employee in a separate place and ensure that no one is watching.
After that you can explain him about his behaviour and how the situation changed because of his activity.
You can also tell him that you can take necessary action against him but to warn him before that you are discussing with him to maintain a cardial relationship.
You can very gently but strongly express your view to him.
If he realised leave it as it is. If not take disciplinary action.
Regards,
P. Sivaguru.
From India, Mumbai
Dear
U hav not mentioned the behaviour however u can give some responsible jobs for the event or celebration and make an follow up of it. During the same event or celebration u can tell few of his friends that he has done a good job in this event so that it reaches him. U can plan few things with him also before the event and ask some suggestions. This should bring a change in his attitude I think
Regards
Senthilkumar J
From India, Madras
U hav not mentioned the behaviour however u can give some responsible jobs for the event or celebration and make an follow up of it. During the same event or celebration u can tell few of his friends that he has done a good job in this event so that it reaches him. U can plan few things with him also before the event and ask some suggestions. This should bring a change in his attitude I think
Regards
Senthilkumar J
From India, Madras
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