Hi,
Is a Poisonous Attitude a Reason to Fire an Employee? There was a situation in our office wherein we need to terminate an employee because of his attitude. Can that be a reason to terminate an employee?
Regards,
Soumya
From India, Mumbai
Is a Poisonous Attitude a Reason to Fire an Employee? There was a situation in our office wherein we need to terminate an employee because of his attitude. Can that be a reason to terminate an employee?
Regards,
Soumya
From India, Mumbai
As my opinion we can issue a warning letter for improving his attitude for another three months, after three months there is no improvement in his attitute we can terminate him. Suresh
From India, Madras
7From India, Madras
Hey Soumya,
Firstly one should speak to the employee and understand as to why his/her attitude is that way and whether or not it can be changed.
Secondly, a warning should be given to the employee to improve/change him/herself with a time period in which to do so.
If the above steps do not work then the organisation may terminate his/her services.
Chanchal
From India, Mumbai
Firstly one should speak to the employee and understand as to why his/her attitude is that way and whether or not it can be changed.
Secondly, a warning should be given to the employee to improve/change him/herself with a time period in which to do so.
If the above steps do not work then the organisation may terminate his/her services.
Chanchal
From India, Mumbai
Hi Sowmya, I think what Mr.Chanchal told was absolutely rite. You can proceed ahead according to the norms of ur company. Regards, Santosh Nag.
From India, Mumbai
From India, Mumbai
Dear Soumya,
Termination is justified if the following steps have been taken up initially and could not give a +ve result.
The steps are
1.Addressing the issue with the Employee at personal level preferably as a friend
2.Coaching- to correct him/her
3.Counselling -to correct him/her.
4.Warning /notice -to correct him.
5.Sign of Authority/suspension
Then last resort -Termination.
Regards
Raj
From India, Hyderabad
Termination is justified if the following steps have been taken up initially and could not give a +ve result.
The steps are
1.Addressing the issue with the Employee at personal level preferably as a friend
2.Coaching- to correct him/her
3.Counselling -to correct him/her.
4.Warning /notice -to correct him.
5.Sign of Authority/suspension
Then last resort -Termination.
Regards
Raj
From India, Hyderabad
I will go with Raj
i have solved several issues relavent to labourers residing in the camps... naming from ordinary to worst.... and all this require a technique... to solve the problems..
A problem solver must win his heart that he is there to help him
Make sure he analyse his problems.. for this you must go to the core of the problems and distinguish who is done what.. based on the fact.. only you have your remedy...
judge properly the problems and deside as how to go with the company policy...
Suresh Bansode
From United Arab Emirates, Dubai
i have solved several issues relavent to labourers residing in the camps... naming from ordinary to worst.... and all this require a technique... to solve the problems..
A problem solver must win his heart that he is there to help him
Make sure he analyse his problems.. for this you must go to the core of the problems and distinguish who is done what.. based on the fact.. only you have your remedy...
judge properly the problems and deside as how to go with the company policy...
Suresh Bansode
From United Arab Emirates, Dubai
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