Hi,
I have read your problem and others comments. As far as my opinion is concerned, you will have to judje what is his performance and how much roles, the guy has in the area of development of the organisation. You will have to ascertain whether this guy is really needed by your organisation or not. If you terminate what will be the loss of the company. If it does matter, first you council him (considering why he is behaving with your, whether he is showing same kind of behaviour with others or not, take a feed back from others) and followed give him a advisory note. If still his behaviour continues, give him a show cause and followed by disciplinary action. I think, if you adhere this much of steps, he will be in line as per expectation. (Because you will have to keep a record for avoiding industrail dispute). Thereafter give him three opportunity. After taking all the above instruction, if still he is showing his same attitude, based on the written documents, you may terminate him.
If you want to know any details clarification, please revert back to me.
Thanks and regards,
C. Chatterjee
Kolkata
3I have read your problem and others comments. As far as my opinion is concerned, you will have to judje what is his performance and how much roles, the guy has in the area of development of the organisation. You will have to ascertain whether this guy is really needed by your organisation or not. If you terminate what will be the loss of the company. If it does matter, first you council him (considering why he is behaving with your, whether he is showing same kind of behaviour with others or not, take a feed back from others) and followed give him a advisory note. If still his behaviour continues, give him a show cause and followed by disciplinary action. I think, if you adhere this much of steps, he will be in line as per expectation. (Because you will have to keep a record for avoiding industrail dispute). Thereafter give him three opportunity. After taking all the above instruction, if still he is showing his same attitude, based on the written documents, you may terminate him.
If you want to know any details clarification, please revert back to me.
Thanks and regards,
C. Chatterjee
Kolkata
All Coins have 2 sides my friends why u see only one side have u ever heard the other person version why u point the mistake only on him,,,
From India, Coimbatore
From India, Coimbatore
Dear All:
If one is asking you for his/her query...we need to be polite and answer them. Replying in (too) bold letters, means we are shouting... and forcing one to take ur words...
Hope we act wisely and make one understand properly...
Thanks
From India, Mumbai
If one is asking you for his/her query...we need to be polite and answer them. Replying in (too) bold letters, means we are shouting... and forcing one to take ur words...
Hope we act wisely and make one understand properly...
Thanks
From India, Mumbai
Hello Everyone,
Even I am facing same problem with my staff members.I am working in BPO as an HR.Now come to my problem,we had a feed back session before two days in which it icomes out that most of the people are dissatisfied with me.They find me so rude and aggresive.I think this is because of I had to shout some of them as tehy do not follow the rules and regulation of the company.I confase to the point that some times i become aggresive but later on when i realyse my mistake i personaly discuss the matter with that employee and ask for forgiveness even.Now that feed back result is really shocking for me as most of the employee are nice to me during working hours or when i am there with them.
What should i do tell me.
Shweta
From India, Ahmadabad
Even I am facing same problem with my staff members.I am working in BPO as an HR.Now come to my problem,we had a feed back session before two days in which it icomes out that most of the people are dissatisfied with me.They find me so rude and aggresive.I think this is because of I had to shout some of them as tehy do not follow the rules and regulation of the company.I confase to the point that some times i become aggresive but later on when i realyse my mistake i personaly discuss the matter with that employee and ask for forgiveness even.Now that feed back result is really shocking for me as most of the employee are nice to me during working hours or when i am there with them.
What should i do tell me.
Shweta
From India, Ahmadabad
Dear ......??????
Termination is the not solution of the problem.
Ist you find out what is the root problem with him. Is there any family/personal/professional tension with him?
IInd if all three are ok then you can discuss with clam with him.
IIIr above two way goes waste then you can give him Two written warnings.
Finally you can give him Termination letter.
But Ist you assure that cause of termination you have mentioned in appointment letter given to him.
Rgds
Bhagwan Tolani
HR Manager
CM Group
9968737796
From India, Mumbai
Termination is the not solution of the problem.
Ist you find out what is the root problem with him. Is there any family/personal/professional tension with him?
IInd if all three are ok then you can discuss with clam with him.
IIIr above two way goes waste then you can give him Two written warnings.
Finally you can give him Termination letter.
But Ist you assure that cause of termination you have mentioned in appointment letter given to him.
Rgds
Bhagwan Tolani
HR Manager
CM Group
9968737796
From India, Mumbai
Hey......... Guide him or assist him if required then 1st:Its required to keep subordinates " incontrolled" they are not ur boss neither subordinates if not controlled, they will rule over U...... 2nd;- serious actionm required if oftenly coming late. Take immediate actions if misbehave, not punctual or not performing well.
From India, Ahmadabad
From India, Ahmadabad
Apologise And Change Your Behaviour.
Shouting At Employees And Showing Anger Is Not Good Hr Practice And Culture.
You Can Explain Employeees Of Their Daviations From The Work And Rules As Well Regulations Which Is Not In The Interest Of The Employee As Well As Company.
Employee By And Large Follow Hr Instructions With Some Exceptions Which Can Be Avoided Over The Period Of Time.
Just Keep Head Cool.
Regards,
Rashidbhai
From Saudi Arabia
Shouting At Employees And Showing Anger Is Not Good Hr Practice And Culture.
You Can Explain Employeees Of Their Daviations From The Work And Rules As Well Regulations Which Is Not In The Interest Of The Employee As Well As Company.
Employee By And Large Follow Hr Instructions With Some Exceptions Which Can Be Avoided Over The Period Of Time.
Just Keep Head Cool.
Regards,
Rashidbhai
From Saudi Arabia
One can’t keep always say okay with BOSS - he has write to debate and express his views to others. BOSS is not correct always...... If he is putting you down in front
Miss Gladys
Thank You for Opposing my views.
A Small Correction,,
I never want anyone to accept..
U have to be outright Straight Forward,
Why say in General u can point directly to me by referring my name.
the problem here is no one undertsood the issue.
We are guiding the person by providing soultions.
Guiding her does not mean that we have to say YES to everything the person says...
The person has to understand wat excatly the problem is..
the way we respond reflects how we accept the mistakes, dfferential thoughts put across us,,,
Expecting more fierce views
Let us Give a Practicak Solution...
From India, Coimbatore
Thank You for Opposing my views.
A Small Correction,,
I never want anyone to accept..
U have to be outright Straight Forward,
Why say in General u can point directly to me by referring my name.
the problem here is no one undertsood the issue.
We are guiding the person by providing soultions.
Guiding her does not mean that we have to say YES to everything the person says...
The person has to understand wat excatly the problem is..
the way we respond reflects how we accept the mistakes, dfferential thoughts put across us,,,
Expecting more fierce views
Let us Give a Practicak Solution...
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc