Hello Everybody, I am Poonacha.M.P. I am heading an Aviation Company which is into Non-Scheduled Air Operations based in Bangalore. As a Non-Scheduled Airline, we are supposed to have respective post holders as Head of dept in order to comply with DGCA regulations and we do have all the requisite positions filled accordingly. We had appointed an employee during July 2019 as our Quality Manager and Chief of Flight Safety and had offered pays and perks as per market standards. All requisite training and support needed was offered from the company. I would herby like to bring to your notice that we have been encountering a peculiar issue wherein the aforementioned employee has been getting her 6 year old kid (daughter) to office on a daily basis ever since she joined the company.
With this the amount of kid around in the office the amount of distraction is always high. At the same the time the employee resorts to report late and is also not putting up required hours of work in a day. She has been lagging in almost all of the work proceedings. At numerous occasions I have cautioned her by email to perform better and ensure she does justice to the position held in the company. However she still continues to have a lackadaisical approach towards work. I had also verbally requested her not to get her kid to office owing COVID related risk etc. But the employee has not responded and still continues to bring her daughter. With this we have a serious issue of severe distraction to all the workers and office and also a bit of dissatisfaction by other employees who have pointed out that the management is favouring one particular employee.
At the outset I would request all of you to guide me how to go about it.
Staff strength in the office is 8 and we do not have a creche facility.
Thank you.
From India, Bangalore
1With this the amount of kid around in the office the amount of distraction is always high. At the same the time the employee resorts to report late and is also not putting up required hours of work in a day. She has been lagging in almost all of the work proceedings. At numerous occasions I have cautioned her by email to perform better and ensure she does justice to the position held in the company. However she still continues to have a lackadaisical approach towards work. I had also verbally requested her not to get her kid to office owing COVID related risk etc. But the employee has not responded and still continues to bring her daughter. With this we have a serious issue of severe distraction to all the workers and office and also a bit of dissatisfaction by other employees who have pointed out that the management is favouring one particular employee.
At the outset I would request all of you to guide me how to go about it.
Staff strength in the office is 8 and we do not have a creche facility.
Thank you.
From India, Bangalore
Dear Poonacha MP,
When the staff strength is more, it becomes easier to handle the issues as there is a well-developed organisational hierarchy. However, if the staff strength is fewer, then the personal interaction increases, and because of the personal closeness, a hesitation is developed to give feedback.
You have written that the employee lags in her deliverables. However, the question that arises is how her deliverables were communicated to her, when these were communicated and what was the performance cycle? Do you have the proper records?
Nevertheless, running a business is far more important. Against this backdrop, it is important to give her a show-cause notice. I am recommending giving a show-cause notice as you say that you have sent her emails on her under-performance. While issuing the show-cause notice, write clearly the gap between the desired and actual performance.
If the reply to the show-cause notice is not satisfactory, then it is your call whether to give her grace time to improve her performance or terminate her services.
One more warning letter may be issued to her for bringing her daughter to the workplace. It is important to keep official and personal matters separate. Both cannot be mixed. With the children around, it dilutes the seriousness of the office environment. Against this backdrop, give her a week or make an alternate arrangement. If she fails to make arrangements, then write that it will be considered a breach of discipline.
It is easy to give suggestions on the public forum, however, I completely empathise with you and understand how difficult it will be to take a tough call against a colleague. While it is easy to be tough with the suppliers, vendors, consultants, etc., it is not so with colleagues when the employee count is too less. Nevertheless, one of the traits of leadership is the ability to think and also act dispassionately. While issuing the show-cause notice or a warning letter, the other side may become emotional. However, it will be a test of your steadfastness. Explain to her that your actions are in the interest of the organisation, and there is nothing personal.
Thanks,
Dinesh Divekar
From India, Bangalore
When the staff strength is more, it becomes easier to handle the issues as there is a well-developed organisational hierarchy. However, if the staff strength is fewer, then the personal interaction increases, and because of the personal closeness, a hesitation is developed to give feedback.
You have written that the employee lags in her deliverables. However, the question that arises is how her deliverables were communicated to her, when these were communicated and what was the performance cycle? Do you have the proper records?
Nevertheless, running a business is far more important. Against this backdrop, it is important to give her a show-cause notice. I am recommending giving a show-cause notice as you say that you have sent her emails on her under-performance. While issuing the show-cause notice, write clearly the gap between the desired and actual performance.
If the reply to the show-cause notice is not satisfactory, then it is your call whether to give her grace time to improve her performance or terminate her services.
One more warning letter may be issued to her for bringing her daughter to the workplace. It is important to keep official and personal matters separate. Both cannot be mixed. With the children around, it dilutes the seriousness of the office environment. Against this backdrop, give her a week or make an alternate arrangement. If she fails to make arrangements, then write that it will be considered a breach of discipline.
It is easy to give suggestions on the public forum, however, I completely empathise with you and understand how difficult it will be to take a tough call against a colleague. While it is easy to be tough with the suppliers, vendors, consultants, etc., it is not so with colleagues when the employee count is too less. Nevertheless, one of the traits of leadership is the ability to think and also act dispassionately. While issuing the show-cause notice or a warning letter, the other side may become emotional. However, it will be a test of your steadfastness. Explain to her that your actions are in the interest of the organisation, and there is nothing personal.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear KK!HR Sir,
Giving an instruction of the security personnel to prohibit the entry of a child of a colleague would be a too crude way of working. In 2021, this type of primitive administrative style may not go down well with the other staff members. What if the lady creates a scene at the security gate? What if the lady gatecrashes? Secondly, a ruckus at the security gate will send a very wrong message to the child also.
By the way, the office has just eight persons and whether they have a proper security office is also a question.
Thanks,
Dinesh Divekar
From India, Bangalore
Giving an instruction of the security personnel to prohibit the entry of a child of a colleague would be a too crude way of working. In 2021, this type of primitive administrative style may not go down well with the other staff members. What if the lady creates a scene at the security gate? What if the lady gatecrashes? Secondly, a ruckus at the security gate will send a very wrong message to the child also.
By the way, the office has just eight persons and whether they have a proper security office is also a question.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear colleague,
You have done your bit to caution the Lady Manager for bringing her daughter daily to the office, causing distractions, for frequent late- coming and also for her performance being not what is expected of her . Despite this, the lady occupying responsible position, has shown "care less" attitude and had continued with her misbehavior. This is very unbecoming of a lady manager and at any rate is unpardonable.
Now call her in your office forthwith last time and convey to her in no uncertain terms, that within a week' s time she has to stop bringing her daughter to the office and also to bring up her performance to expected level. Failing which , she will have to be shown exit door before she becomes a spoiler.
As suggested by our learned colleague, issue suitably worded communication, banning bringing children to the office and instruct the Security to strictly implement with immediate effect .
As the saying goes one rotten apple will spoil other good apples.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
You have done your bit to caution the Lady Manager for bringing her daughter daily to the office, causing distractions, for frequent late- coming and also for her performance being not what is expected of her . Despite this, the lady occupying responsible position, has shown "care less" attitude and had continued with her misbehavior. This is very unbecoming of a lady manager and at any rate is unpardonable.
Now call her in your office forthwith last time and convey to her in no uncertain terms, that within a week' s time she has to stop bringing her daughter to the office and also to bring up her performance to expected level. Failing which , she will have to be shown exit door before she becomes a spoiler.
As suggested by our learned colleague, issue suitably worded communication, banning bringing children to the office and instruct the Security to strictly implement with immediate effect .
As the saying goes one rotten apple will spoil other good apples.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Poonacha MP - the root cause of the issue is incorrect setting of expectations and unattainable work-life balance.
Practical advice - Immediately , please meet the female employee and ask her about factors like - is there something that's preventing her to keep the kids at home? This will get you an answer and a solution too.
You may need to send the employee on paid/ extended leaves, if she is facing any issues on the personal front so that she can address them and return to office properly. Please deal with extra caution as this is a very tricky situation.
Please set correct expectations as to office attendance, work performance and familial involvement in office. Please quote policies, if you have them in force ready.
Thank you.
From India, Delhi
Practical advice - Immediately , please meet the female employee and ask her about factors like - is there something that's preventing her to keep the kids at home? This will get you an answer and a solution too.
You may need to send the employee on paid/ extended leaves, if she is facing any issues on the personal front so that she can address them and return to office properly. Please deal with extra caution as this is a very tricky situation.
Please set correct expectations as to office attendance, work performance and familial involvement in office. Please quote policies, if you have them in force ready.
Thank you.
From India, Delhi
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