Ms. AISHWARYA MANJUNATH
I understood the situation, I suggest the following points
1) Talented employees are not best performing employees in this world.
2) She has the better skill and hence, can judge the work content and since there is no one to do her work she is taking advantage of it.
3) This similar problem I also have seen.
Solution:
1) Since organization culture becomes first to keep up the motivational level up and to care everybody.Appoint one more junior under him to learn the work.
2) Tell her that since she has lot of personal issues she can do only checking work done by junior.
3) Talk to your MD and request to approve one more manpower as extra for another junior at her place to support her and take over the work.
4) Seek MD feed back for accuracy of work of junior over period of 6 to 8 months.
5) Tell your women employee to Mentor new junior and put as KRA to her to develop new junior.
6) Keep in touch with new employee and do not let to know the intention of his/ her employment under her, just say that we are getting more order and to speed up the work he /she is appointed.
7) Later MD can interact with junior for any work
8) Do not give any work to her and allow her to enjoy the time.
9) Ask her to work from home if possible. Work from home will not give commitment , then you know what to do.
It is important to take this step , remind your MD that " Organizational culture eats strategy for breakfast and dinner"
Today by misbehavior of one employee little issue may come i.e for breakfast but later if every one starts in dilution of good culture it affect in huge loss i.e for dinner"
Regards
Manjunath
From India, Bengaluru
4I understood the situation, I suggest the following points
1) Talented employees are not best performing employees in this world.
2) She has the better skill and hence, can judge the work content and since there is no one to do her work she is taking advantage of it.
3) This similar problem I also have seen.
Solution:
1) Since organization culture becomes first to keep up the motivational level up and to care everybody.Appoint one more junior under him to learn the work.
2) Tell her that since she has lot of personal issues she can do only checking work done by junior.
3) Talk to your MD and request to approve one more manpower as extra for another junior at her place to support her and take over the work.
4) Seek MD feed back for accuracy of work of junior over period of 6 to 8 months.
5) Tell your women employee to Mentor new junior and put as KRA to her to develop new junior.
6) Keep in touch with new employee and do not let to know the intention of his/ her employment under her, just say that we are getting more order and to speed up the work he /she is appointed.
7) Later MD can interact with junior for any work
8) Do not give any work to her and allow her to enjoy the time.
9) Ask her to work from home if possible. Work from home will not give commitment , then you know what to do.
It is important to take this step , remind your MD that " Organizational culture eats strategy for breakfast and dinner"
Today by misbehavior of one employee little issue may come i.e for breakfast but later if every one starts in dilution of good culture it affect in huge loss i.e for dinner"
Regards
Manjunath
From India, Bengaluru
Being very liberal to the employee always isn’t good. It depends from situation to situation. So better be more process oriented and go along with the rules & regulations of the company
From India, Bangalore
From India, Bangalore
Dear MANJUNATH24011979,
The first sentence of your post reads "Talented employees are not best performing employees in this world". This is a sweeping statement or generalisation of the highest kind. Can you please corroborate the statement?
A talent is defined as a natural ability or quality or a person who possesses unusual innate ability in some field or activity. Where originator of the post, Ms Aishwarya Manjunath, has written that the woman employee in her company, has unusual innate ability in some field?
Thanks,
Dinesh Divekar
From India, Bangalore
The first sentence of your post reads "Talented employees are not best performing employees in this world". This is a sweeping statement or generalisation of the highest kind. Can you please corroborate the statement?
A talent is defined as a natural ability or quality or a person who possesses unusual innate ability in some field or activity. Where originator of the post, Ms Aishwarya Manjunath, has written that the woman employee in her company, has unusual innate ability in some field?
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sir,
I seen one video where it says "it not only the talent which produce result but it is work ehics where in systematic guidelines are followed by adding attitude which produce results.
Also i read that in one article it is written that talented people will be in there own imiganisation.
I personally experienced with some one i.e if one is through in trouble shooting, for him or her it looks easy and they will keep postponing the activity where headlines are dragged little bit more. Team work was missing due to confidence in finishing work.
There will be best performance as individual performer with there own defined time line.
If what i explained is wrong and then i will correct myself.
From India, Bengaluru
I seen one video where it says "it not only the talent which produce result but it is work ehics where in systematic guidelines are followed by adding attitude which produce results.
Also i read that in one article it is written that talented people will be in there own imiganisation.
I personally experienced with some one i.e if one is through in trouble shooting, for him or her it looks easy and they will keep postponing the activity where headlines are dragged little bit more. Team work was missing due to confidence in finishing work.
There will be best performance as individual performer with there own defined time line.
If what i explained is wrong and then i will correct myself.
From India, Bengaluru
Thanks a lot for everybody who pointed their suggestions on this platform. Some solution out of you’re suggestions did struck my mind. Thanks again :)
From India, Bengaluru
From India, Bengaluru
Dear MANJUNATH24011979,
There appears to be some misgiving about having a talent. Please note that talent is neither antonym nor antithesis of teamwork or work ethics. Talent is having inborn quality. It could be inborn quality to build a team or inborn quality to negotiate or inborn quality to write the reports and so on.
Cricketers like Sachin Tendulkar or Rahul Dravid had great talent in cricket. However, they were good team players also.
It appears that you have mistaken talent means person with great intelligence. However, this is a narrow view. In the school days, when we referred some student as talented one, we meant to say that he/she had high level of grasping power or his/her score was extremely good. But then in business context this interpretation is not applicable.
Thanks,
Dinesh Divekar
From India, Bangalore
There appears to be some misgiving about having a talent. Please note that talent is neither antonym nor antithesis of teamwork or work ethics. Talent is having inborn quality. It could be inborn quality to build a team or inborn quality to negotiate or inborn quality to write the reports and so on.
Cricketers like Sachin Tendulkar or Rahul Dravid had great talent in cricket. However, they were good team players also.
It appears that you have mistaken talent means person with great intelligence. However, this is a narrow view. In the school days, when we referred some student as talented one, we meant to say that he/she had high level of grasping power or his/her score was extremely good. But then in business context this interpretation is not applicable.
Thanks,
Dinesh Divekar
From India, Bangalore
I would suggest to talk to her privately about the same because it is affecting the work and even the employees as well so once it will be a habit then even will take the work for granted, so talk to her politely but tell her the problem.
she will understand it if she have genuine issues.
From India, undefined
she will understand it if she have genuine issues.
From India, undefined
Dear Aishwarya,
Having allowed her concessions of time off for her personal issues on number of occasions so far, it is time to act tough now. Because she is not showing any sense of gratitude by making up lost working hours or working from home. She is perhaps availing this time concession as a matter of habit/right and does not believe that she owes to give in return to the organisation.
I think you convey to her clearly that she will no longer be given this time concession without compensating by extra work and if she she continues, pro-rata salary deduction will have to be done.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Having allowed her concessions of time off for her personal issues on number of occasions so far, it is time to act tough now. Because she is not showing any sense of gratitude by making up lost working hours or working from home. She is perhaps availing this time concession as a matter of habit/right and does not believe that she owes to give in return to the organisation.
I think you convey to her clearly that she will no longer be given this time concession without compensating by extra work and if she she continues, pro-rata salary deduction will have to be done.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Thanks a lot Vinayak Nagarkar for your reply. Can you give me a brief on how pro-rata salary is calculated? I have heard that the actual work hours is calculated with the desired work hours and then given a result. But can you clear it to me how exactly it is done?
Thank you in advance..
From India, Bengaluru
Thank you in advance..
From India, Bengaluru
Dear Aishwarya,
Pro -rata is calculated by dividing monthly rate of salary by 26 days to know per day salary which is further divided by 8 hours to arrive at per hour rate. Deduction will be be proportionate to no .Of days/hours of non -working/absence period in a month.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Pro -rata is calculated by dividing monthly rate of salary by 26 days to know per day salary which is further divided by 8 hours to arrive at per hour rate. Deduction will be be proportionate to no .Of days/hours of non -working/absence period in a month.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
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