Hi, I read your problem. Speaking kindly but firmly to her may be the first step. Find out if she does have a genuine problem at home, or workplace, and finally psychologically. Also, a gentle reminder of her responsibilities may not be out of place. Once convinced that despite your efforts there is no response or improvement, a graded response may be resorted to. A recorded counseling, failing which disciplinary action under the powers vested in you as her superior. Remember, indiscipline tolerated for long or ignored will have a very bad effect on the rest of the team, as well as undermine your authority. Even if your problematic employee is brilliantly gifted and professionally sound, such qualities may have to be sacrificed at the altar of organizational interest and teamwork.
From India, Delhi
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From India, Delhi
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Indiscipline of any sort in any organization can not only be contagious but also very demoralizing for the other staff. She has to leave the organization; otherwise, there will be a consequential negative impact on the other employees. Since you have exhausted all the civilized ways of making her rectify her ways, you do not have any option but to start building up a case against her by issuing her memos first. From what you have said about her, she will definitely react, and in all probability, will quit.
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Hi Sohini,
I guess you have already tried to discuss this issue with her, now it's time to discuss and escalate this issue with your higher authorities. At the same time, you will have to take into account her performance and role in the project. At the end, what is more important for an HR person is "not losing and rather retaining a good resource for your company". So, before talking to your higher management, make a quick summary of her performance details (like previous and current performance appraisal ratings), and if her attendance is affecting your company's project performance or other team members, then highlight this issue to management with proper proofs.
Finally, you can issue a warning letter (preliminary) regarding poor attendance. This action becomes sometimes necessary as other team members are prone to follow the same steps if they find that management is taking matters lightly. So as for now, instead of termination, first send her the 1st warning letter and ask for her immediate action on it. Also, if she has any kinds of personal problems, ask her that she is always welcome to come and discuss. But if this attitude involves any kind of ego issues, then it will not be entertained here.
Regards,
Kalyani
From India, Mumbai
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I guess you have already tried to discuss this issue with her, now it's time to discuss and escalate this issue with your higher authorities. At the same time, you will have to take into account her performance and role in the project. At the end, what is more important for an HR person is "not losing and rather retaining a good resource for your company". So, before talking to your higher management, make a quick summary of her performance details (like previous and current performance appraisal ratings), and if her attendance is affecting your company's project performance or other team members, then highlight this issue to management with proper proofs.
Finally, you can issue a warning letter (preliminary) regarding poor attendance. This action becomes sometimes necessary as other team members are prone to follow the same steps if they find that management is taking matters lightly. So as for now, instead of termination, first send her the 1st warning letter and ask for her immediate action on it. Also, if she has any kinds of personal problems, ask her that she is always welcome to come and discuss. But if this attitude involves any kind of ego issues, then it will not be entertained here.
Regards,
Kalyani
From India, Mumbai
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Hi Sohini,
ATTITUDE plays a significant role in all companies. I think she may have some personal problems. Try to analyze that and ask her close friends about this. Then, talk to her about how her attitude will affect her career. If she is not changing herself, ask her to take a leave for a month to solve her issues. If it continues, that type of culture will create ripples among other trainees as well. Try to create a second line to always take up the work. We need an all-rounder not only in cricket but also in the office.
Regards,
SPS
From India, Madras
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ATTITUDE plays a significant role in all companies. I think she may have some personal problems. Try to analyze that and ask her close friends about this. Then, talk to her about how her attitude will affect her career. If she is not changing herself, ask her to take a leave for a month to solve her issues. If it continues, that type of culture will create ripples among other trainees as well. Try to create a second line to always take up the work. We need an all-rounder not only in cricket but also in the office.
Regards,
SPS
From India, Madras
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This lady is a psychologically disturbed person. I say this because she has no concerns about her job security, no respect for authority, and no dedication to her job or the organization. I think you should advise her to seek psychological help.
Also, we need to know some personal information about this lady, such as her age and whether she is single, married, or in a relationship. This information is not for me to know but for you to analyze if these are the factors influencing her attitude towards work and yourself. If you are insecure about dealing with this yourself, I suggest you speak to her on a one-to-one basis and ask her if there is anything that you or the company can do to help change the situation. Also, tell her she needs psychological help if the lady is mature enough; otherwise, do not bother as you will put yourself in a difficult situation. When people are told that they need psychological help, they may think we are calling them mad - which is not the case.
From India, Bangalore
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10Also, we need to know some personal information about this lady, such as her age and whether she is single, married, or in a relationship. This information is not for me to know but for you to analyze if these are the factors influencing her attitude towards work and yourself. If you are insecure about dealing with this yourself, I suggest you speak to her on a one-to-one basis and ask her if there is anything that you or the company can do to help change the situation. Also, tell her she needs psychological help if the lady is mature enough; otherwise, do not bother as you will put yourself in a difficult situation. When people are told that they need psychological help, they may think we are calling them mad - which is not the case.
From India, Bangalore
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Hi,
Please follow the steps below:
1) Meet and speak with her in a friendly manner to understand her problem.
2) Study her attitude, family background, and her importance in the job.
3) If she is not in need, issue her a warning letter according to the Industrial Employment (Standing Orders) Act, 1946.
Report her behavior to a senior person.
Regards,
Dilip
From India, Pune
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Please follow the steps below:
1) Meet and speak with her in a friendly manner to understand her problem.
2) Study her attitude, family background, and her importance in the job.
3) If she is not in need, issue her a warning letter according to the Industrial Employment (Standing Orders) Act, 1946.
Report her behavior to a senior person.
Regards,
Dilip
From India, Pune
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Well ma'am, I'm just an MBA fresher with no hands-on experience as such. So I would like to put myself in your shoes and express what I would do in a similar situation:
I believe that at the end of the day, we expect "output" and "productivity of the employee." Therefore, I would assess if the employee is productive enough based on their past records. If the employee has consistently shown productivity, I would, with proper permission from top management, attempt to accommodate them with flexible timing. I would inquire about the most suitable time for them; for instance, if the standard 9 to 5 schedule is not feasible, I would consider allocating either a 10 to 7 or 11 to 8 schedule.
If the adjusted timings still do not work, I would suggest the option of "working from home" on alternate days. However, it is crucial not to compromise on productivity. This approach aims to retain a valuable employee, thereby reducing attrition, while ensuring that the quality and productivity of output are maintained.
I hope this approach proves effective.
Regards, Shweta Jha.
From India, Mumbai
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I believe that at the end of the day, we expect "output" and "productivity of the employee." Therefore, I would assess if the employee is productive enough based on their past records. If the employee has consistently shown productivity, I would, with proper permission from top management, attempt to accommodate them with flexible timing. I would inquire about the most suitable time for them; for instance, if the standard 9 to 5 schedule is not feasible, I would consider allocating either a 10 to 7 or 11 to 8 schedule.
If the adjusted timings still do not work, I would suggest the option of "working from home" on alternate days. However, it is crucial not to compromise on productivity. This approach aims to retain a valuable employee, thereby reducing attrition, while ensuring that the quality and productivity of output are maintained.
I hope this approach proves effective.
Regards, Shweta Jha.
From India, Mumbai
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Dear All,
We were having a mutual understanding with the union before the agreement that the company would take a mediclaim policy for unionized workers. However, it was not included in the final agreement. Now, our corporate office is refusing to provide the mediclaim policy. As an HR manager, I was part of giving the commitment for the mediclaim. We have a MoU signed on plain paper.
What should I do?
Anand B
From India, Pune
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We were having a mutual understanding with the union before the agreement that the company would take a mediclaim policy for unionized workers. However, it was not included in the final agreement. Now, our corporate office is refusing to provide the mediclaim policy. As an HR manager, I was part of giving the commitment for the mediclaim. We have a MoU signed on plain paper.
What should I do?
Anand B
From India, Pune
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Hi Sohini,
A friendly gesture won't always help; there are certain situations where you should be strict because this will influence other employees. Here are some steps to consider:
- Analyze her performance and gather facts that prove her lapses in punctuality.
- Send her a written warning; it's high time to stop counseling.
- One suggestion, from a dear member, is to give her notice and start searching for a replacement.
Deepthi.J
From India, Madras
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A friendly gesture won't always help; there are certain situations where you should be strict because this will influence other employees. Here are some steps to consider:
- Analyze her performance and gather facts that prove her lapses in punctuality.
- Send her a written warning; it's high time to stop counseling.
- One suggestion, from a dear member, is to give her notice and start searching for a replacement.
Deepthi.J
From India, Madras
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