Hi All, I am working for an Retail company. One employee who is into L1 - CSA. He is target oriented n achieves target, finishes his work in time without any errors. He is good performer but he absconds every month. I counselled him, explained him the career path advantages n disadvantages by doing so...
Any thing more I can do to change his behaviour... What can be done plz instruct...
Waiting for your suggestions.
From India, Gurgaon
Any thing more I can do to change his behaviour... What can be done plz instruct...
Waiting for your suggestions.
From India, Gurgaon
Please find the reason of absconding unless you find this reason working with symptoms of illness will not help.
From India, Pune
467From India, Pune
Thanks Prashant for your valuable information. His reasons are more into family issues. He should balance both professional as well personal but he is not able to... What to do..
From India, Gurgaon
From India, Gurgaon
What is mean by Family issues? If possible elaborate on that to help you to come to conclusion.
From India, Pune
From India, Pune
Dear Tejaswy,
Abscondment of the duties nullifies the good performance of the duties. Whatever family issues may be, employee must give primacy to the duties. Yes, depending on the graveness of the problem it is a challenging task nevertheless, there cannot be trade-off with the duties that give employee his bread and butter. Therefore, go ahead and take disciplinary action when that good performer absents next time.
By the way, you need to be given feedback on the way you give piecemeal information. In your first post itself, you should have given complete information on how did you handle the case. Nevertheless, when a regular member like Prashant asks you a question you give crisp reply. This is a bit juvenile-like approach. Professionalism demand giving complete information so that other members are not required to ask too many questions. Hope you elevate standards of your posts.
Thanks,
Dinesh Divekar
From India, Bangalore
Abscondment of the duties nullifies the good performance of the duties. Whatever family issues may be, employee must give primacy to the duties. Yes, depending on the graveness of the problem it is a challenging task nevertheless, there cannot be trade-off with the duties that give employee his bread and butter. Therefore, go ahead and take disciplinary action when that good performer absents next time.
By the way, you need to be given feedback on the way you give piecemeal information. In your first post itself, you should have given complete information on how did you handle the case. Nevertheless, when a regular member like Prashant asks you a question you give crisp reply. This is a bit juvenile-like approach. Professionalism demand giving complete information so that other members are not required to ask too many questions. Hope you elevate standards of your posts.
Thanks,
Dinesh Divekar
From India, Bangalore
Absence from duty is an act which nullifies good work.
Do not accept it.
Learned member Dineshji is absolutely right.
A firm counselling by his immediate manager and recording the details in documents needs to be done.
Ignoring his absence can cause others to follow suit.
Family issues are no reason to treat his work discipline casually.
He has to balance his work and personal life in his own way.Company time cannot be compromised by his "good" work.
Put him on notice that unauthorised absence will not be acceptable anymore.
From India, Pune
Do not accept it.
Learned member Dineshji is absolutely right.
A firm counselling by his immediate manager and recording the details in documents needs to be done.
Ignoring his absence can cause others to follow suit.
Family issues are no reason to treat his work discipline casually.
He has to balance his work and personal life in his own way.Company time cannot be compromised by his "good" work.
Put him on notice that unauthorised absence will not be acceptable anymore.
From India, Pune
Dear colleague,
The employee seems to possess positive attitude as displayed in his achieving targets when at work but absconds due to perhaps some compelling family issues( what are they is not stated).
While the company should not lose such an achievement- oriented employee at the same time his absconding attitude needs to be corrected. You need to find out what the real family issues are and whether he really gets bogged down by it or using it as lame excuse.
Find out if giving him some long leave to tackle his issues can help him . I think very skilful counselling which clearly gives message that while he is valuable employee he needs to mend his ways otherwise he will have to face progressively severe punitive action.The focus should be to bring about change in his attitude towards attendance and not in punitive actions which is relied on as a last resort.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
The employee seems to possess positive attitude as displayed in his achieving targets when at work but absconds due to perhaps some compelling family issues( what are they is not stated).
While the company should not lose such an achievement- oriented employee at the same time his absconding attitude needs to be corrected. You need to find out what the real family issues are and whether he really gets bogged down by it or using it as lame excuse.
Find out if giving him some long leave to tackle his issues can help him . I think very skilful counselling which clearly gives message that while he is valuable employee he needs to mend his ways otherwise he will have to face progressively severe punitive action.The focus should be to bring about change in his attitude towards attendance and not in punitive actions which is relied on as a last resort.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Dear Tejaswy Reddy,
Where is the issue it is not understood from your posting. You are calling him a performer, an achiever achieves the set target, puntuality and puts no work pending for which your business suffer.
When your company's work is not hampering for his absence what bothers you. Too much getting into personal life of any body is indecent. You have already counselled him now to check his absentism fix some financial motivation, if could check. This category of person will defintly choose the priority. Do not strech the string beyoond the elasticity, loss is your's.
From India, Mumbai
Where is the issue it is not understood from your posting. You are calling him a performer, an achiever achieves the set target, puntuality and puts no work pending for which your business suffer.
When your company's work is not hampering for his absence what bothers you. Too much getting into personal life of any body is indecent. You have already counselled him now to check his absentism fix some financial motivation, if could check. This category of person will defintly choose the priority. Do not strech the string beyoond the elasticity, loss is your's.
From India, Mumbai
You can not have different policy for good performer and bad performer. If an employee absconds then it is a misconduct and disciplinary action as per the prevailing rule of the company should be initiated. If you don't take any action against him then it will give wrong message to other staff members.
In spite of repeated counselling if he still absconds then you can remove him from your pay roll and you can have a market partner agreement with him.It will be purely on commission basis and he will not come under the purview of regular employment condition. But before that you should understand his psychology correctly and you need to design the agreement in such a way that you both get more.
From India, Bhubaneswar
In spite of repeated counselling if he still absconds then you can remove him from your pay roll and you can have a market partner agreement with him.It will be purely on commission basis and he will not come under the purview of regular employment condition. But before that you should understand his psychology correctly and you need to design the agreement in such a way that you both get more.
From India, Bhubaneswar
Dear colleagues,
I think our advice needs to be focused on how to help him correct his behavior of absconding ( though we don't know how often and the period of absence in a month), without losing such a good performer rather than peripheral issues.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
I think our advice needs to be focused on how to help him correct his behavior of absconding ( though we don't know how often and the period of absence in a month), without losing such a good performer rather than peripheral issues.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc