Dear (Cite Contribution),
I am currently working in xyz BPO as a Assistant Manager-HR.
Couple of months back i had a team member who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation.
This employee has joined 'ABC' as an onboarding co-ordinator recently.
To avoid employment verification she has informed her current co that she is a fresher.
The candidate has extremely bad attitude.She due to being terminated has posted extremely negative comments about me on the face book.
I am not sure in this case if i should inform the current company about this and how to go about this.
Request your guidance on the same.
Regards,
Divya Chandarana.
From India, Madras
9I am currently working in xyz BPO as a Assistant Manager-HR.
Couple of months back i had a team member who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation.
This employee has joined 'ABC' as an onboarding co-ordinator recently.
To avoid employment verification she has informed her current co that she is a fresher.
The candidate has extremely bad attitude.She due to being terminated has posted extremely negative comments about me on the face book.
I am not sure in this case if i should inform the current company about this and how to go about this.
Request your guidance on the same.
Regards,
Divya Chandarana.
From India, Madras
Dear Divya,
Thankyou for sharing your concern with us. I have changed the names of the firms to ensure your privacy.
I find two different concerns in your post. First the employee fudged her work history and second the damage she tried to bring to your reputation on Social Media.
Here's what I would suggest:
- Do you have a screen shot to the messages posted by the employee in the Social Media?
- If you write to her current employer, stating that she worked with your firm earlier and was terminated, what are the possible outcomes that you may find?
- She being terminated may not solve the problem, as she will continue the fudge the document and be employed where you cannot trace her.
Under such circumstances, what would be your best resort?
What would you focus on now? Informing the employer about the misrepresentation of the data or the threat that they might stand from her behaviour?
This may seem far stretched now, but what are the corrective measures that you would want to bring in ?
You must speak to her reporting manager with the proof to the situation you shared. However, I suggest, you identify the steps that must be taken to avoid a similar situation .
Lets believe that the employee is willing to improve and develop. Punishments will remain half baked, unless you ensure correction.
We are not expecting the employee to realise what was done to you. We just want her not to harm anyone in future.
The employee in question have already been terminated. Even the new job is a demotion, as she had to join in as a fresher. What would be your suggestion to build a better future for her?
I request our experts to share views and guide us on this .
From India, Mumbai
Thankyou for sharing your concern with us. I have changed the names of the firms to ensure your privacy.
I find two different concerns in your post. First the employee fudged her work history and second the damage she tried to bring to your reputation on Social Media.
Here's what I would suggest:
- Do you have a screen shot to the messages posted by the employee in the Social Media?
- If you write to her current employer, stating that she worked with your firm earlier and was terminated, what are the possible outcomes that you may find?
- She being terminated may not solve the problem, as she will continue the fudge the document and be employed where you cannot trace her.
Under such circumstances, what would be your best resort?
What would you focus on now? Informing the employer about the misrepresentation of the data or the threat that they might stand from her behaviour?
This may seem far stretched now, but what are the corrective measures that you would want to bring in ?
You must speak to her reporting manager with the proof to the situation you shared. However, I suggest, you identify the steps that must be taken to avoid a similar situation .
Lets believe that the employee is willing to improve and develop. Punishments will remain half baked, unless you ensure correction.
We are not expecting the employee to realise what was done to you. We just want her not to harm anyone in future.
The employee in question have already been terminated. Even the new job is a demotion, as she had to join in as a fresher. What would be your suggestion to build a better future for her?
I request our experts to share views and guide us on this .
From India, Mumbai
Dear (Cite Contribution),
Find below the facebook posting done by the ex-employee
"Divya was tagged in a status.
I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs...."
I was completely startled on this comment.
I am clueless of how to go about this.
Completely uncertain about how to get in touch with her reporting manager etc.
It would be easier if we have any employees from the co on cite hr so that we could share this information with them.
Request your guidance on the same.
Regards,
Divya
From India, Madras
Find below the facebook posting done by the ex-employee
"Divya was tagged in a status.
I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs...."
I was completely startled on this comment.
I am clueless of how to go about this.
Completely uncertain about how to get in touch with her reporting manager etc.
It would be easier if we have any employees from the co on cite hr so that we could share this information with them.
Request your guidance on the same.
Regards,
Divya
From India, Madras
Dear Divya,
Thankyou for sharing the message. It was purely vile. Spreading malice in Social media can amount to cyber-bullying.
We have few options to us, we can connect with the HR of her current employer and leave an open request for investigation and correction.
An apology is important as it will teach others a lesson too. However, it might also instigate them to act surreptitiously and cause a greater damage.
We need a failsafe solution. This attack was done on your personal Facebook Page. Hence , it wouldn't make much sense to lodge a complain with your employer.
I am mailing this post to my mentor. I wish to hear his thoughts and find his guidance on this.
Thankyou once again!
From India, Mumbai
Thankyou for sharing the message. It was purely vile. Spreading malice in Social media can amount to cyber-bullying.
We have few options to us, we can connect with the HR of her current employer and leave an open request for investigation and correction.
An apology is important as it will teach others a lesson too. However, it might also instigate them to act surreptitiously and cause a greater damage.
We need a failsafe solution. This attack was done on your personal Facebook Page. Hence , it wouldn't make much sense to lodge a complain with your employer.
I am mailing this post to my mentor. I wish to hear his thoughts and find his guidance on this.
Thankyou once again!
From India, Mumbai
Dear Divya,
If your image is tarnished in the social media then I recommend you approach the cyber branch of the police and file a police complaint against her. Talk to your lawyer and file a libel suit against that ex-employee.
If the police investigation starts, her company will come to know automatically. Further it is their call on how to handle her case.
Of course, what I am saying is tedious to you also. In India judiciary moves at snail's pace. But then sometime you need to teach lesson . If court can order to pay Times Now Channel INR 1,000 million, then you ask for INR 1 million at least.
Possibly taking clue from this case, Shekhar Gupta has slammed suit of Rs 500 Crore against Vinod Mehta!
All the best!
Dinesh V Divekar
From India, Bangalore
If your image is tarnished in the social media then I recommend you approach the cyber branch of the police and file a police complaint against her. Talk to your lawyer and file a libel suit against that ex-employee.
If the police investigation starts, her company will come to know automatically. Further it is their call on how to handle her case.
Of course, what I am saying is tedious to you also. In India judiciary moves at snail's pace. But then sometime you need to teach lesson . If court can order to pay Times Now Channel INR 1,000 million, then you ask for INR 1 million at least.
Possibly taking clue from this case, Shekhar Gupta has slammed suit of Rs 500 Crore against Vinod Mehta!
All the best!
Dinesh V Divekar
From India, Bangalore
Dear Nabomitha,
Thanks for your revert.
Just want to add that this employee was selected at another MNC BPO and since we had such bad experience with her i was just honest on the ref check because of which she was denied the job
She worked with us only for 3 month period .We regret our wrong decision of hiring her.
As her TL i tried all that i could to help her but their was NIL initiative from her.
I was forced to take a decision on her due to the above mentioned reasons.
After this i have not been in touch with her.
Hope you would understand how bad it feels.
Pls help me on this.
Regards,
Divya
From India, Madras
Thanks for your revert.
Just want to add that this employee was selected at another MNC BPO and since we had such bad experience with her i was just honest on the ref check because of which she was denied the job
She worked with us only for 3 month period .We regret our wrong decision of hiring her.
As her TL i tried all that i could to help her but their was NIL initiative from her.
I was forced to take a decision on her due to the above mentioned reasons.
After this i have not been in touch with her.
Hope you would understand how bad it feels.
Pls help me on this.
Regards,
Divya
From India, Madras
Dear Divya,
Please find the message from my mentor Samvedan:
Here's my take.
Trust, you have received what you were looking for!
From India, Mumbai
Please find the message from my mentor Samvedan:
Here's my take.
- Its safe to infer that bad mouthing on FB is due to deserved but undesired termination.
- The termination was justified.
- In the normal course, I would NOT bother if the concerned party has been dishonest in hiding inconvenient information to secure new employment.
- But in the instant case, perhaps in the name of "freedom of expression" it is WRONG for the party to use the FB to malign past HR or anyone for that matter.
- I would simply write to the defaulting person (without any reference to the context) to "apologize" and delete the concerned comments from FB within a defined time frame, say ONE WEEK.
- If I do not see compliance to my request in the given time frame, than I shall (and I will be justified to) write to Accenture HR (for what it is worth) about lack of integrity and dishonesty of the concerned employee (offering but NOT handing over proof of employment and cause of termination at this stage) to Accenture.
- If Accenture acts professionally the HR function in general will be well served. If they ignore, we know some more black sheep in our profession and thereafter having done the ethically right thing, I will withdraw completely from the situation as it is unwise to remain involved in such energy sapping issues beyond a point of time anyway!
Trust, you have received what you were looking for!
From India, Mumbai
I buy the above suggestion and wonderful response by Mr Samvedan but believe she must not be bothered much with these things..
Instead of taking it further you may have deleted/reported the comment and un-tagged yourself immediately, and I dont think these things seriously can effect your public image because the people/friends (and common friends) who knows you, knows you better then her, so the statements and comments she has posted against you wont matter to them or to your public image...
The second step which may fuel it further but I believe could be an important step to let her know about her comments /statement and immature furious action against you on a social/public site.
-By replying "Termination was a deserving action for the candidate like her (without addressing her/name) and to badmouth instead of being guilty, accepting mistakes and to take the corrective steps to mend her ways, shows her immaturity, candidate, personality and lacks professionalism"
if you still feel like she needs a lesson, it is really important to share her work history with her new employer like above Seniors/experts ha suggested, and let her face the consequences of her mistakes professionally and socially. Because she has not done wrong to you, but to the new employer too by hiding her work history/employment with your company.
From India, Gurgaon
Instead of taking it further you may have deleted/reported the comment and un-tagged yourself immediately, and I dont think these things seriously can effect your public image because the people/friends (and common friends) who knows you, knows you better then her, so the statements and comments she has posted against you wont matter to them or to your public image...
The second step which may fuel it further but I believe could be an important step to let her know about her comments /statement and immature furious action against you on a social/public site.
-By replying "Termination was a deserving action for the candidate like her (without addressing her/name) and to badmouth instead of being guilty, accepting mistakes and to take the corrective steps to mend her ways, shows her immaturity, candidate, personality and lacks professionalism"
if you still feel like she needs a lesson, it is really important to share her work history with her new employer like above Seniors/experts ha suggested, and let her face the consequences of her mistakes professionally and socially. Because she has not done wrong to you, but to the new employer too by hiding her work history/employment with your company.
From India, Gurgaon
Dear Divya
Hope you would not mind my views, which are contrary to what has been stated till now.
You were instrumental in her termination; on grounds stated by you as;
"who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation."
I understand, its easy to terminate an employee during probation. However, it may appear to be an extreme step :
non-performance - depends to a large extent on how much or how well a person (apparently a fresher) has been trained;
bad attitudes - is primarily SUBJECTIVE
uninformed leave - by that I understand to mean leaves without prior approval - one could have examined thee reasons and counselled the person.
Moreover. there are several stages of Corrective Action including Warning, which I think were not taken. Instead of all these, since the supply exceeds the demand; the easier way of TERMINATION must have been taken.
Now; one can understand that this person does hold a grudge or grievance.
Are you still in touch with her ?? How did you add her as "FRIEND" in Facebook ??
I am very sure, if one is not in someone's Friend's list, that person can not be tagged.
She has TAGGED you in the status with the following comment :
Actually, It is more of an expression of HURT than offence. Such messages are just an expression of her earlier frustration on losing her job - (which could have been avoided).
It is very easy to terminate the services of an employee and condemn him/her for life.
She is doing well and PERFORMING in a good company - and that is what she wants to convey to you.
The best you can do is to, UNFRIEND or BLOCK her; which will disable the TAG; and in future too, she won't be able to TAG you in comments/posts or pictures.
In fact, it is surprising that how you have still continued to have her in your friend's list ??
Unless, if you"ll excuse me; the reason is to keep a tab on her; and to observe how she is doing
By being vindicative and revengeful, you will only be JUSTIFYING her comments or impression about you.
Sometimes, or rather, always; it is beneficial to be gracious and forgiving.
Warm regards.
From India, Delhi
Hope you would not mind my views, which are contrary to what has been stated till now.
You were instrumental in her termination; on grounds stated by you as;
"who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation."
I understand, its easy to terminate an employee during probation. However, it may appear to be an extreme step :
non-performance - depends to a large extent on how much or how well a person (apparently a fresher) has been trained;
bad attitudes - is primarily SUBJECTIVE
uninformed leave - by that I understand to mean leaves without prior approval - one could have examined thee reasons and counselled the person.
Moreover. there are several stages of Corrective Action including Warning, which I think were not taken. Instead of all these, since the supply exceeds the demand; the easier way of TERMINATION must have been taken.
Now; one can understand that this person does hold a grudge or grievance.
Are you still in touch with her ?? How did you add her as "FRIEND" in Facebook ??
I am very sure, if one is not in someone's Friend's list, that person can not be tagged.
She has TAGGED you in the status with the following comment :
"I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs...."The only offending part appears to be : "At least hereafter don't play with others life and career which is important just like urs...."
Actually, It is more of an expression of HURT than offence. Such messages are just an expression of her earlier frustration on losing her job - (which could have been avoided).
It is very easy to terminate the services of an employee and condemn him/her for life.
She is doing well and PERFORMING in a good company - and that is what she wants to convey to you.
The best you can do is to, UNFRIEND or BLOCK her; which will disable the TAG; and in future too, she won't be able to TAG you in comments/posts or pictures.
In fact, it is surprising that how you have still continued to have her in your friend's list ??
Unless, if you"ll excuse me; the reason is to keep a tab on her; and to observe how she is doing
By being vindicative and revengeful, you will only be JUSTIFYING her comments or impression about you.
Sometimes, or rather, always; it is beneficial to be gracious and forgiving.
Warm regards.
From India, Delhi
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