Have you taken any step to gather information about the employee's family background. I think he has a family or personal problem. Getting to know about his background and his problem will give you insights and if you provide counseling he will be alright.
jeba
Loyola College
From India, Madras
jeba
Loyola College
From India, Madras
I think since he is a good performer and achieve targets on time, certainly he is an asset to the company and one should give him a chance to justify the problem of going on leave without any intimation.
Management should give a fair chance to him. A personal hearing is must.
After all this again if the employee is disobeying the rules and regulations laid down by the firm, then he should be treated in same manner as others for his behavior because company rules are same for everybody.
With regards,
RK Sinha
From India, Ludhiana
Management should give a fair chance to him. A personal hearing is must.
After all this again if the employee is disobeying the rules and regulations laid down by the firm, then he should be treated in same manner as others for his behavior because company rules are same for everybody.
With regards,
RK Sinha
From India, Ludhiana
Definitely it is a matter of discipline and can affect the discipline of others also but at the same time we can not deny his performence. You can take the following steps to reslove the problem: -
1 Identify the influential person or to whom he respects or assign him a mentor.
2.Try to find out the reason for absenting without intimation.
3.Tell him the consequencies of being absent without intimation.
4. Measure the change if any
5. If there is no change tell the mentor to coach him on regular intervals.
Terminating the employee on the grounds of discipline is very easy for any of the organozation but loosing the right talent can harm the organization at the same time. so better work out to change his behaviour.
From India
1 Identify the influential person or to whom he respects or assign him a mentor.
2.Try to find out the reason for absenting without intimation.
3.Tell him the consequencies of being absent without intimation.
4. Measure the change if any
5. If there is no change tell the mentor to coach him on regular intervals.
Terminating the employee on the grounds of discipline is very easy for any of the organozation but loosing the right talent can harm the organization at the same time. so better work out to change his behaviour.
From India
Termination is not a solution to this, it will be better if the department head should talk to him in person and it is required to get the knowledge that why he do like this. He might be into something that could be a problem to him which you can help him post discussion. If he is doing the job well, meeting the targets...this is ultimately leading to acquire company goals and objectives and if he is regular in these things then he is an asset to the company.
From India
From India
Hi,
Whatever Sastry, Rohit and Raj saying is correct first find out the reason of his absents and council him also keep a record of notices that you are going to issue him also CC this to his manager because as Jyothi said operations will not support to fire this kind of performer so, when you have record proof and if he is continuing with same behavior you can take disciplinary action up to your limits.
but as Sastry said if is having other source of income immediatly you can take action on him.
From India, Hyderabad
Whatever Sastry, Rohit and Raj saying is correct first find out the reason of his absents and council him also keep a record of notices that you are going to issue him also CC this to his manager because as Jyothi said operations will not support to fire this kind of performer so, when you have record proof and if he is continuing with same behavior you can take disciplinary action up to your limits.
but as Sastry said if is having other source of income immediatly you can take action on him.
From India, Hyderabad
even though he completes his work every month,but as an employee he should have regularity and discipline so with out these kind of attitudes an employee should not be permitted into the office.
i hope the company should take an action on him.
From India, Vijayawada
i hope the company should take an action on him.
From India, Vijayawada
Hi Radhika, In my opinion he must be dismissed. Though he reaches his target every month he does not have any personal values or ethics. Regards Balaji
From Hong Kong, Central District
From Hong Kong, Central District
The most suggested procedure is trying to find the reason for his continued behavior through meetings/ councelling. Howsoever, you may or may not get the reason, in all probabilities you will not.You may have to have an analytical approach which will also sound logic to management.
The next step should be to evaluate how is he being graded as a performer.... is it on the months' target or the productivity based his actual hours worked. You may unerath some conlusive insight. Is the target too low or easily managable for his profile or may be his capacity. This may lead to an willful default on discipline due to an superiority feeling, which could also not be in the best interest.
Another important factor to be evaluated is his motivation and need for this job, a careless/ disrespect to discipline may have roots there.
But the Bottomline is Discipline is above all, across departments, ranks and performance.
I am unable to accept that a indiscipled employee is a performer, for when an employee ia declared as a performer he is being presented as a role model and is graed on all parameters rather than ability to reach targets or output against input compared with others.
Rgds
RR
From India, Delhi
The next step should be to evaluate how is he being graded as a performer.... is it on the months' target or the productivity based his actual hours worked. You may unerath some conlusive insight. Is the target too low or easily managable for his profile or may be his capacity. This may lead to an willful default on discipline due to an superiority feeling, which could also not be in the best interest.
Another important factor to be evaluated is his motivation and need for this job, a careless/ disrespect to discipline may have roots there.
But the Bottomline is Discipline is above all, across departments, ranks and performance.
I am unable to accept that a indiscipled employee is a performer, for when an employee ia declared as a performer he is being presented as a role model and is graed on all parameters rather than ability to reach targets or output against input compared with others.
Rgds
RR
From India, Delhi
Respected Radhika,
I dont have any idea regards Payment strategy at your workplace, but then for solving this problem try to keep daily targets,or some changes in the salary format so that if he exceeds with the leave in total month working days u can cut down the salary which I think all Big companies do follow. Please go through the norms that are followed while setting the above. B'cause as you say that even after giving the warning he is reluctant that means he is aware of the fact that he wont be rusticated, but u do get good employees , so see to it.
Thank you
Best of Luck
From India, Pune
2I dont have any idea regards Payment strategy at your workplace, but then for solving this problem try to keep daily targets,or some changes in the salary format so that if he exceeds with the leave in total month working days u can cut down the salary which I think all Big companies do follow. Please go through the norms that are followed while setting the above. B'cause as you say that even after giving the warning he is reluctant that means he is aware of the fact that he wont be rusticated, but u do get good employees , so see to it.
Thank you
Best of Luck
From India, Pune
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