Dear all,
Thanks for your suggestions.
Termination is not the right solution according to my opinion. Reason being, our sales team is of 15 members and he is one of the performers. Today itself dropped him an email regarding final notice. As well as, gave him the additional responsibility of managing attendance of his team.
Hope this will work.
Would appreciate your suggestion apart from Termination.
Thanks,
Shradha
From India, Gurgaon
6Thanks for your suggestions.
Termination is not the right solution according to my opinion. Reason being, our sales team is of 15 members and he is one of the performers. Today itself dropped him an email regarding final notice. As well as, gave him the additional responsibility of managing attendance of his team.
Hope this will work.
Would appreciate your suggestion apart from Termination.
Thanks,
Shradha
From India, Gurgaon
Hi Shradha,
so far people have given excellent views and i even agree with them. i would like to add on to it.. play the perfect HR role..be diplomatic..give him a show cause notice and ask for explaination and in the background talk to him telling him that his casual attitude is affecting his team as well. his team members keep roaming here and there disrupting the organisational culture and environment. it is only when he is around his team mates start working also tell him that you are also very much upset with this and need his help. tell him if he comes to the office on time his team members will also start working on time. also convenience him not to take anything negative its just we want to set an example for others. tell him we are doing this to make employees aware that even being such a good performer the company does not spare anybody. hope he will understand and might not argue.
being HR our first role is to make employees our partner and then move ahead.
hope this works out for you. all the best.
Warm Regards
Abhinav
From India, New Delhi
so far people have given excellent views and i even agree with them. i would like to add on to it.. play the perfect HR role..be diplomatic..give him a show cause notice and ask for explaination and in the background talk to him telling him that his casual attitude is affecting his team as well. his team members keep roaming here and there disrupting the organisational culture and environment. it is only when he is around his team mates start working also tell him that you are also very much upset with this and need his help. tell him if he comes to the office on time his team members will also start working on time. also convenience him not to take anything negative its just we want to set an example for others. tell him we are doing this to make employees aware that even being such a good performer the company does not spare anybody. hope he will understand and might not argue.
being HR our first role is to make employees our partner and then move ahead.
hope this works out for you. all the best.
Warm Regards
Abhinav
From India, New Delhi
Ms. Shradha,
I would like to differ with all other members. Rigid policies of any organisation always do a negative role and hamper the productivity of not only the employees, but also of the organisation. Flexibility on selective basis is never harmful. My belief is, any employee is not a bad worker, but his boss compels him to be bad. For others, if they try to follow trend of the late coming employee, you may set standards of out turn equivalent to the late comer, if good performer.
So, think about other alternatives also. Ask him about the real cause of his late coming, understand his personal problem like a solution provider guide and counsellor, adjust his duty hours or split up his duty hours or change his area of activies to accommodate time to fulfill his own compelling needs, etc.
So, it is up to you to chose either discipline or performance and produtivity.
From India, Delhi
I would like to differ with all other members. Rigid policies of any organisation always do a negative role and hamper the productivity of not only the employees, but also of the organisation. Flexibility on selective basis is never harmful. My belief is, any employee is not a bad worker, but his boss compels him to be bad. For others, if they try to follow trend of the late coming employee, you may set standards of out turn equivalent to the late comer, if good performer.
So, think about other alternatives also. Ask him about the real cause of his late coming, understand his personal problem like a solution provider guide and counsellor, adjust his duty hours or split up his duty hours or change his area of activies to accommodate time to fulfill his own compelling needs, etc.
So, it is up to you to chose either discipline or performance and produtivity.
From India, Delhi
I am rather surprised to note that Shradha has not answered questions raised to fully appreciate the scenario. In the absence of such information, the suggestions/comments can only be based on guess work. For example, Abhinav suggests that Shradha tell the concerned sales person that his colleagues keep roaming here and there....? Is there any evidence of that in Shradha's post?
From United Kingdom
From United Kingdom
I would like to acknowledge the different insights, they are good ideas. If this employee is into sales I believe as an HR you have to examine your existing company policies. I am working in a manufacturing and retail sales distribution. Implementation of our time in and out differ where certain employees are assigned to. For Sales people we exercise full flexibility of their time because we expect as sales they goes out from the office from time to time and yes would even entertain calls on weekends and non-office hours. We are after of their sales performance. Considering that they belong to the results based employees hence, they are ruled of different work schedules other that the people in the manufacturing and the support group.
How to deal with his attitude?
I been dealing with a lot person reactions when we implement company policies but nevertheless, I had learned the art of dealing proper way of communicating policies. When we reprimand employees on company policy violations as a result they react. I would suggest talk straight to the person, let him understand your policy. Understand his side, if you think you can help in some ways assure him that you will do your best to middle with management. Try to do alternative solutions to this problem like introducing flexi time with the management but warn him if your proposition would not get positive results then, you need to get an agreement with him that he is bound to follow your existing rules.
From Philippines, Mandaue City
How to deal with his attitude?
I been dealing with a lot person reactions when we implement company policies but nevertheless, I had learned the art of dealing proper way of communicating policies. When we reprimand employees on company policy violations as a result they react. I would suggest talk straight to the person, let him understand your policy. Understand his side, if you think you can help in some ways assure him that you will do your best to middle with management. Try to do alternative solutions to this problem like introducing flexi time with the management but warn him if your proposition would not get positive results then, you need to get an agreement with him that he is bound to follow your existing rules.
From Philippines, Mandaue City
Dear all,
Thanks for your valuable time and suggestions.
As per your guidance, dropped him an email of Last and Final Notice notifying-
a). Deductions as per the company policies.
b) How his unprofessional behaviour is dismantling the decorum and is affecting the morale and performance of the team.
Not only this, had one-on -one discussion regarding the same to decipher the reason for his late coming. Lets hope this works.
Thanks,
Shradha
From India, Gurgaon
Thanks for your valuable time and suggestions.
As per your guidance, dropped him an email of Last and Final Notice notifying-
a). Deductions as per the company policies.
b) How his unprofessional behaviour is dismantling the decorum and is affecting the morale and performance of the team.
Not only this, had one-on -one discussion regarding the same to decipher the reason for his late coming. Lets hope this works.
Thanks,
Shradha
From India, Gurgaon
Dear Shradha,
The other aspect is about your role. If you are maintaining the Discipline & Culture of the Company - then you will be at fault for not performing your responsibility and not any employee. As suggested by others, once the msg goes that no aberrations are tolerated in your Organization, everybody will fall in line. And this is my experience.
Regards,
- Abdul Quadir Awate
From India, Pune
The other aspect is about your role. If you are maintaining the Discipline & Culture of the Company - then you will be at fault for not performing your responsibility and not any employee. As suggested by others, once the msg goes that no aberrations are tolerated in your Organization, everybody will fall in line. And this is my experience.
Regards,
- Abdul Quadir Awate
From India, Pune
Dear Shradha Madam,
All the members are given their valuable suggestions and advises in the thread and more impressive advise of Mr.Dinesh Devikar who has clearly explained the facts. I too fully agree with him. See the door is meant for both entry and exit. Organization should not be depend upon one man and it is wrong interpretation that be cause of his good sales manship you are not willing to lose. No it is wrong. As a HR person should have firm decisions as far as discipline is concerned. No compromise at any cost. Since you have followed the views of the members I further will not confuse you but to be strict in the organization discipline. Whoever violate the discipline, you initiate the disciplinary proceedings without any mercy.
Adoni Suguresh
From India, Bidar
All the members are given their valuable suggestions and advises in the thread and more impressive advise of Mr.Dinesh Devikar who has clearly explained the facts. I too fully agree with him. See the door is meant for both entry and exit. Organization should not be depend upon one man and it is wrong interpretation that be cause of his good sales manship you are not willing to lose. No it is wrong. As a HR person should have firm decisions as far as discipline is concerned. No compromise at any cost. Since you have followed the views of the members I further will not confuse you but to be strict in the organization discipline. Whoever violate the discipline, you initiate the disciplinary proceedings without any mercy.
Adoni Suguresh
From India, Bidar
Dear all,
Addressing everyone point one by one:
1. Termination- We can't terminate him since:
a) Our organization is a small one i.e employee strength is 50
b) We are generating good business because of him
c) Higher management is not willing to lose him
2.Flexible timings- Since we deal in international market so our work hours are quite early i.e 7am to 4pm to be specific. lets say if somebody is coming late by an hour and works till 5 or 5:30 that is completely useless as that person wont be able to catch hold of Marketing Head or the concerned person because according to their time zone, its there knocking off time.(5:30pm in India=7:30 pm in Singapore, Malaysia, etc)
3)To be diplomatic with that person- Tried that even but didn't work.
4)Face to Face Discussion-Did that thrice but he keeps on giving lame excuses for coming late.
After yesterdays email, he came on time today.
Hope now guys got the clear picture!!
Would appreciate your thoughts.
Regards,
Shradha
From India, Gurgaon
Addressing everyone point one by one:
1. Termination- We can't terminate him since:
a) Our organization is a small one i.e employee strength is 50
b) We are generating good business because of him
c) Higher management is not willing to lose him
2.Flexible timings- Since we deal in international market so our work hours are quite early i.e 7am to 4pm to be specific. lets say if somebody is coming late by an hour and works till 5 or 5:30 that is completely useless as that person wont be able to catch hold of Marketing Head or the concerned person because according to their time zone, its there knocking off time.(5:30pm in India=7:30 pm in Singapore, Malaysia, etc)
3)To be diplomatic with that person- Tried that even but didn't work.
4)Face to Face Discussion-Did that thrice but he keeps on giving lame excuses for coming late.
After yesterdays email, he came on time today.
Hope now guys got the clear picture!!
Would appreciate your thoughts.
Regards,
Shradha
From India, Gurgaon
Sorry Shradha for asking more questions.
How old is the organisation and how long has the salesperson been with the company?
Has he started coming late of late or has he been doing so from the start?
I am rather surprised to note that if someone works past the finishing time, he can't be more productive. For example, I am sure he can do paper work that he could not do during normal time and he could plan for next day's work. As we are not fully knowledgeable about the nature of his work, we have to base it on assumptions.
My tutor had spelt assume as "ASS U ME", and explained that when our assumptions are wrong we "Make an ASS out of YOU and ME".
From United Kingdom
How old is the organisation and how long has the salesperson been with the company?
Has he started coming late of late or has he been doing so from the start?
I am rather surprised to note that if someone works past the finishing time, he can't be more productive. For example, I am sure he can do paper work that he could not do during normal time and he could plan for next day's work. As we are not fully knowledgeable about the nature of his work, we have to base it on assumptions.
My tutor had spelt assume as "ASS U ME", and explained that when our assumptions are wrong we "Make an ASS out of YOU and ME".
From United Kingdom
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