Hi,
This person is there in the system from long..3years...longest time among all. ours isnt a big company but a decently sized firm of around 15 people and this behavior of this person is disturbing all.
From India, New Delhi
This person is there in the system from long..3years...longest time among all. ours isnt a big company but a decently sized firm of around 15 people and this behavior of this person is disturbing all.
From India, New Delhi
Hi Miracle,
The senior also knows and is tired of this employee and the attitude. about feedbacks, last 2-3 one-on-one sessions of this employee with the boss contained feedbacks and gentle warnings..nut no effect seems to be there on this person. Also this persons tends to involve the new joinees and get into their heads being very nice and polite and ultimately drives them against the organization.
too much involved in the gossips and also tries to get others along.
From India, New Delhi
The senior also knows and is tired of this employee and the attitude. about feedbacks, last 2-3 one-on-one sessions of this employee with the boss contained feedbacks and gentle warnings..nut no effect seems to be there on this person. Also this persons tends to involve the new joinees and get into their heads being very nice and polite and ultimately drives them against the organization.
too much involved in the gossips and also tries to get others along.
From India, New Delhi
Dear Friend,
First know the person level of contribution for growth of the company.If that is high,call the person to HR Dept and provide counseling with HR Head.If that person is contribution is low,issue oral and warning letter and finally fire as per standing order under misconducts ground.
Do it fast.
Regards,
A.Palpandian
Personnel officer
From India, Bangalore
First know the person level of contribution for growth of the company.If that is high,call the person to HR Dept and provide counseling with HR Head.If that person is contribution is low,issue oral and warning letter and finally fire as per standing order under misconducts ground.
Do it fast.
Regards,
A.Palpandian
Personnel officer
From India, Bangalore
Hello Sriv,
If the said Employee has been around for 3 yrs, & the Top Boss knows about it & still no one is practically able to do anything, I am not sure you have all the facts right.
On what basis is this guy so brazen in his attitude, DESPITE THE TOP BOSS MEETING HIM?
Frankly, I don't think it's anymore just a matter of Counselling/rebukes here. THIS GUY IS SIMPLY FEELING INDISPENSABLE [as you mentioned in reply to Srividya's posting]. Try to figure out WHY & on what grounds--to begin with, assume the reason you mentioned is NOT the only one. Only when you do this--maybe discretely if necessary & possible-- will you be able to arrive @ some viable & practical solution to this problem.
THERE'S A STRONG POSSIBILITY that he has some info [either related to the Company or the Boss @ the personal level] that could hurt the Company/Boss if revealed [in small companies, this is very much possible & true also, because most employees handle multiple tasks]. You haven't mentioned if his attitude was this way right from the beginning. If he was OK earlier & his attitude changed in the recent past, then this could be a MORE SURE POSSIBILITY. Just check it out from this angle.
If you don't find anything from this angle, only then can you conclude greatly that the only reason for his attitude is what you mentioned.
After this point suggest discuss with your Boss to check what all activities he handles & identify the BEST POSSIBLE person who can take-over [you may not be able to identify a perfect replacement--else your boss may have done it long back]--WITHOUT THIS GUY'S FEEDBACK OR HANDOVER FORMALITIES [if he does it well & good, but I don't think he will--going by what you mentioned].
And THEN just plainly ASK HIM TO GO--give his pay cheque & whatever you need to give as per rules. I suggest don't give him a chance to get into any argument reg such matters--forget about the notice period, etc. And don't give any scope for him to visit your office AGAIN--unless you people want to see him again :-)
Sometimes from the HR point-of-view, we need to decide if "maximising the gains" is important or "minimising the losses" is more important --something that the Stock/Share market experts are aware of pretty well.
The choice is yours.
All the Best.
Rgds,
TS
From India, Hyderabad
1637If the said Employee has been around for 3 yrs, & the Top Boss knows about it & still no one is practically able to do anything, I am not sure you have all the facts right.
On what basis is this guy so brazen in his attitude, DESPITE THE TOP BOSS MEETING HIM?
Frankly, I don't think it's anymore just a matter of Counselling/rebukes here. THIS GUY IS SIMPLY FEELING INDISPENSABLE [as you mentioned in reply to Srividya's posting]. Try to figure out WHY & on what grounds--to begin with, assume the reason you mentioned is NOT the only one. Only when you do this--maybe discretely if necessary & possible-- will you be able to arrive @ some viable & practical solution to this problem.
THERE'S A STRONG POSSIBILITY that he has some info [either related to the Company or the Boss @ the personal level] that could hurt the Company/Boss if revealed [in small companies, this is very much possible & true also, because most employees handle multiple tasks]. You haven't mentioned if his attitude was this way right from the beginning. If he was OK earlier & his attitude changed in the recent past, then this could be a MORE SURE POSSIBILITY. Just check it out from this angle.
If you don't find anything from this angle, only then can you conclude greatly that the only reason for his attitude is what you mentioned.
After this point suggest discuss with your Boss to check what all activities he handles & identify the BEST POSSIBLE person who can take-over [you may not be able to identify a perfect replacement--else your boss may have done it long back]--WITHOUT THIS GUY'S FEEDBACK OR HANDOVER FORMALITIES [if he does it well & good, but I don't think he will--going by what you mentioned].
And THEN just plainly ASK HIM TO GO--give his pay cheque & whatever you need to give as per rules. I suggest don't give him a chance to get into any argument reg such matters--forget about the notice period, etc. And don't give any scope for him to visit your office AGAIN--unless you people want to see him again :-)
Sometimes from the HR point-of-view, we need to decide if "maximising the gains" is important or "minimising the losses" is more important --something that the Stock/Share market experts are aware of pretty well.
The choice is yours.
All the Best.
Rgds,
TS
From India, Hyderabad
Hi priya,
I completely agree with Tajsateesh here, if the person is bullying around for 3 years and the company has not taken any step to mend his ways then there is something wrong with the Management. No matter how skilled the person is unless he has some contacts, or information he cannot fool around int eh organisation for that long.
The only option seems valid at this point is i guess you know....
From India, Delhi
I completely agree with Tajsateesh here, if the person is bullying around for 3 years and the company has not taken any step to mend his ways then there is something wrong with the Management. No matter how skilled the person is unless he has some contacts, or information he cannot fool around int eh organisation for that long.
The only option seems valid at this point is i guess you know....
From India, Delhi
Thanks Sateesh,
Thanks for such a detailed opinion. Things is that i am the hr spoc here n m here since July 2010....not much time. me n my boss together are working towards this prob since Sept 2010. things were not so difficult initially but as mentioned earlier this person has recently come up with such unbearable behaviour.
taking the person out of the system is certainly a way...seems to be the last resort.
From India, New Delhi
Thanks for such a detailed opinion. Things is that i am the hr spoc here n m here since July 2010....not much time. me n my boss together are working towards this prob since Sept 2010. things were not so difficult initially but as mentioned earlier this person has recently come up with such unbearable behaviour.
taking the person out of the system is certainly a way...seems to be the last resort.
From India, New Delhi
Hello Sriv,
I guess what I suspected is right, since you say he wasn't like this earlier. Pasting my earlier relevant comments below.
------------------------------------------------------------------
THERE'S A STRONG POSSIBILITY that he has some info [either related to the Company or the Boss @ the personal level] that could hurt the Company/Boss if revealed [in small companies, this is very much possible & true also, because most employees handle multiple tasks]. You haven't mentioned if his attitude was this way right from the beginning. If he was OK earlier & his attitude changed in the recent past, then this could be a MORE SURE POSSIBILITY. Just check it out from this angle.
--------------------------------------------------------------------
I think the only way to handle this issue now is to take the hard decision--seeing him OFF. But suggest handle it smoothly, since such guys have the habit of bad-mouthing a past Employer--I won't say he will, but it's very likely. So why take a chance? Sort of creating the scope for a problem & then go about resolving it.
One way is to give him jobs that aren't CRITICAL to the Company to begin with--if he sees the writing on the wall, he will quit on his own [I tried this once with success in my Company in the initial stages]. Another way could be to focus on tasks he WILL NOT LIKE. Then give him those tasks to complete--if possible with impossible deadlines.
At the end of the day, the idea is to MAKE HIM QUIT--instead of the Company initiating it. It will save a lot of trouble for you & the Company. And the sooner he is made to quit the better--so work out a deadline for such measures. And if nothing works out, then the only option is to send him out--maybe the Company may have to be prepared to shell out additional money AND learn the lesson for the future.
Rgds,
TS
From India, Hyderabad
I guess what I suspected is right, since you say he wasn't like this earlier. Pasting my earlier relevant comments below.
------------------------------------------------------------------
THERE'S A STRONG POSSIBILITY that he has some info [either related to the Company or the Boss @ the personal level] that could hurt the Company/Boss if revealed [in small companies, this is very much possible & true also, because most employees handle multiple tasks]. You haven't mentioned if his attitude was this way right from the beginning. If he was OK earlier & his attitude changed in the recent past, then this could be a MORE SURE POSSIBILITY. Just check it out from this angle.
--------------------------------------------------------------------
I think the only way to handle this issue now is to take the hard decision--seeing him OFF. But suggest handle it smoothly, since such guys have the habit of bad-mouthing a past Employer--I won't say he will, but it's very likely. So why take a chance? Sort of creating the scope for a problem & then go about resolving it.
One way is to give him jobs that aren't CRITICAL to the Company to begin with--if he sees the writing on the wall, he will quit on his own [I tried this once with success in my Company in the initial stages]. Another way could be to focus on tasks he WILL NOT LIKE. Then give him those tasks to complete--if possible with impossible deadlines.
At the end of the day, the idea is to MAKE HIM QUIT--instead of the Company initiating it. It will save a lot of trouble for you & the Company. And the sooner he is made to quit the better--so work out a deadline for such measures. And if nothing works out, then the only option is to send him out--maybe the Company may have to be prepared to shell out additional money AND learn the lesson for the future.
Rgds,
TS
From India, Hyderabad
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