Please call the employee and give him counciling and try to undersand why he is doing so & wat is his problem,termination is not a soluation. Vijay
From India, Madras
From India, Madras
Hi Radhika
Absence without prior permission is not correct in the point of view of discipline of the organisation.
You may call him and ask his problem, give him support, create feelings that HR is taking care of employees. Try seriously to solve his problem. Enlightern him regarding his career and further consequences due to his absence from the duties without permission/intimation.
Still continues you may go to his house, discuss regarding their problms. I hope surely he will improve.
Thanks and Regards.
Ranjeet Bhosale
From India, Thiruvananthapuram
1Absence without prior permission is not correct in the point of view of discipline of the organisation.
You may call him and ask his problem, give him support, create feelings that HR is taking care of employees. Try seriously to solve his problem. Enlightern him regarding his career and further consequences due to his absence from the duties without permission/intimation.
Still continues you may go to his house, discuss regarding their problms. I hope surely he will improve.
Thanks and Regards.
Ranjeet Bhosale
From India, Thiruvananthapuram
The way I see this I don't find any problem at all. Just increase his target by 10 or 20 percent. That's it. You get more done plus he gets an incentive and reduces his number of days off. We are dealing with humans and therefore must be more concerned about them. There are places where you can make exceptions.
When you talk to him and still he doesn't open up then it's time for you to sharpen your counselling skills. Try not to put the company's rules and regulation first when you talk to him personally.
From India, Selam
When you talk to him and still he doesn't open up then it's time for you to sharpen your counselling skills. Try not to put the company's rules and regulation first when you talk to him personally.
From India, Selam
Dear Radhika
Do u want your employees physical attendance or his work accomplition? U Decide first.
As per my view, in the present senario people are working from home and they visit the office only may be once a week, so it shoudnt matter. U assign him the work responsibility and targets. As u said if he accomplishes the assigned work and the fixed target then ur problem is solved. Why do u want his physical presence in ur office? Think about it pratically
Bye
Good Day
From India, Bangalore
Do u want your employees physical attendance or his work accomplition? U Decide first.
As per my view, in the present senario people are working from home and they visit the office only may be once a week, so it shoudnt matter. U assign him the work responsibility and targets. As u said if he accomplishes the assigned work and the fixed target then ur problem is solved. Why do u want his physical presence in ur office? Think about it pratically
Bye
Good Day
From India, Bangalore
Hi Radhika,
An employee is every month take leave on four to five days. when You can issue to him chargesheet regarding his absents continues from last few months and take reply form him within two to three days.
If they are not given reply of chargsheet you can belive his is not imrove his habit at company,therefore you can desmise to him leave without pay.even though he is not improv himself then you can terminate to him.because we have all kind of profe related to his terminated.In this action the question is industrial / organization discipline which are following of all Mangt./ Workers categories.
This is IR issues.
If any query pls.send the on my mail ID (dushyant_dbr@in.abb.com)
Dushyant
From India
An employee is every month take leave on four to five days. when You can issue to him chargesheet regarding his absents continues from last few months and take reply form him within two to three days.
If they are not given reply of chargsheet you can belive his is not imrove his habit at company,therefore you can desmise to him leave without pay.even though he is not improv himself then you can terminate to him.because we have all kind of profe related to his terminated.In this action the question is industrial / organization discipline which are following of all Mangt./ Workers categories.
This is IR issues.
If any query pls.send the on my mail ID (dushyant_dbr@in.abb.com)
Dushyant
From India
Hi Radhika,
As i read through your mail, I feel there can be multiple reasons and solutions to it. I am putting some as below, please let me know your views.
1. Please speak with the employee and understand the actual reasons, if he has some justifiable concern then management should support him.
2. If he is doing it deliberately, out of arrogance of being a good performer, then based on his capabilities you can redefine his target. Enhance his targets so that he don't get any time to avail leaves.
If his performance deteoriate then, you have all the reasons to question him.
Please share your views on this solution.
Regards
Smarika
From India, Bangalore
As i read through your mail, I feel there can be multiple reasons and solutions to it. I am putting some as below, please let me know your views.
1. Please speak with the employee and understand the actual reasons, if he has some justifiable concern then management should support him.
2. If he is doing it deliberately, out of arrogance of being a good performer, then based on his capabilities you can redefine his target. Enhance his targets so that he don't get any time to avail leaves.
If his performance deteoriate then, you have all the reasons to question him.
Please share your views on this solution.
Regards
Smarika
From India, Bangalore
As Radhika has not responded to questions raised, this thread is now closed. She has received enough advice. Please do not contribute anymore. Have a lovely day. Simhan
From United Kingdom
From United Kingdom
Hi Radhika,
Greetings of the day !
I somehow agree with all the above replies from Senior/Experience HR Professionals. But, in my view you should talk to him and find out the root cause of this problem and help him getting rid out of that. (I think, that's the reason HR dept exists "Staff Welfare"). But, if there is not valid reason, and he is doing it because he thinks that he is a good performer and Management is not going to terminate him. In my view, you should terminate him as per your company policies.
Regards,
Jitendra
From India, Delhi
Greetings of the day !
I somehow agree with all the above replies from Senior/Experience HR Professionals. But, in my view you should talk to him and find out the root cause of this problem and help him getting rid out of that. (I think, that's the reason HR dept exists "Staff Welfare"). But, if there is not valid reason, and he is doing it because he thinks that he is a good performer and Management is not going to terminate him. In my view, you should terminate him as per your company policies.
Regards,
Jitendra
From India, Delhi
Hi All,
Why all of you are thinking about the negative side, How about the flexible working hours, First find his grievance, then try to find a solution withing him, or give your support, or propose flexible working schedule
Thanks & Rgds
Nalin Basnayeka
From Sri Lanka, Colombo
Why all of you are thinking about the negative side, How about the flexible working hours, First find his grievance, then try to find a solution withing him, or give your support, or propose flexible working schedule
Thanks & Rgds
Nalin Basnayeka
From Sri Lanka, Colombo
Hi Radhika,
I am involved in Sales Organisation Development some where in pakistan.
Such employee is an asset of Comapnay has real value for the same, if the assest (employee) is not managed properly then value can go to devalue.
1. An addition to that how can an employee perform better or best if he skips 2 to 4 day out of 24 or 25 working day, i meaan he must miss the objectives and deadlines need to be achieved on those days (when he is not attending the office).
2. Refering to one minute manager (Book by ken) Boss or Coach need to get the one minute repramind quickly if possible.
3. Getting his perfomace and appraisal review employee must be told that he is lacking or violating the leave policy
4. He should be informed about leave balance V/S absences, may be by this he may inform the his supervisor.
Informally his supervisor should know that what type of problem he is facing by interacting with the close friends in office
Samee
From Pakistan, Karachi
I am involved in Sales Organisation Development some where in pakistan.
Such employee is an asset of Comapnay has real value for the same, if the assest (employee) is not managed properly then value can go to devalue.
1. An addition to that how can an employee perform better or best if he skips 2 to 4 day out of 24 or 25 working day, i meaan he must miss the objectives and deadlines need to be achieved on those days (when he is not attending the office).
2. Refering to one minute manager (Book by ken) Boss or Coach need to get the one minute repramind quickly if possible.
3. Getting his perfomace and appraisal review employee must be told that he is lacking or violating the leave policy
4. He should be informed about leave balance V/S absences, may be by this he may inform the his supervisor.
Informally his supervisor should know that what type of problem he is facing by interacting with the close friends in office
Samee
From Pakistan, Karachi
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