Dear Mr Rao,
Though I belonged to a service steeped in discipline we to had the odd person who "cocked-a-snoot" at the establishment. I have read all the comments given by the various viewers/members of this cite-my only issue is that either they are using the private Organisation template or asking rules to be enforced on personnel that have reached a comfort zone of pay, perks and esteem, in life. There is a famous cliche 'You can take a horse...........", there are situations and people in life that one has to use unconventional methods to tackle.
As a trainer, motivator HR person lets not have fixed templates but flexibility is the key.
Regards,
Col Jude Mayne
From India, Bangalore
77Though I belonged to a service steeped in discipline we to had the odd person who "cocked-a-snoot" at the establishment. I have read all the comments given by the various viewers/members of this cite-my only issue is that either they are using the private Organisation template or asking rules to be enforced on personnel that have reached a comfort zone of pay, perks and esteem, in life. There is a famous cliche 'You can take a horse...........", there are situations and people in life that one has to use unconventional methods to tackle.
As a trainer, motivator HR person lets not have fixed templates but flexibility is the key.
Regards,
Col Jude Mayne
From India, Bangalore
Hi,
These kind of people are usually dead logs and also hamper the growth of the company.
you can explore any of the following ways to remedy this.
1) Let them be in the organisation but do not give them any work. No promotion, no perks, no additional benefits. Employ new blood to replace them. This is usually done government companies or big corporates which do not have the policy to fire people. If your company can afford it might as well sideline these guys and go about progressing with newer dynamic employees
2) Shift them to a different role like if they have a lot of knowledge and expertise make them mentors or coaches for junior employees. You will have to make it sound really grand and make them feel reallysenior and valued. That way while they do not apply their knowledge in performance they will pass it down while coaching
3) If you want them to really contribute, include training and development as part of their scorecard. you will have to be tactical and ensure that they get scored only on the trainings which will upscale them and not allow them for any random unrelated training which they please to take up. Secondly after the training the scorecard should show marginal and above improvements in the performance. If there is no improvement you can do one of the following things
a) make them undergo the training again
b) make them be the trainers for the training
c) they do not get any hike in salaries that year.
Amrita
From China
These kind of people are usually dead logs and also hamper the growth of the company.
you can explore any of the following ways to remedy this.
1) Let them be in the organisation but do not give them any work. No promotion, no perks, no additional benefits. Employ new blood to replace them. This is usually done government companies or big corporates which do not have the policy to fire people. If your company can afford it might as well sideline these guys and go about progressing with newer dynamic employees
2) Shift them to a different role like if they have a lot of knowledge and expertise make them mentors or coaches for junior employees. You will have to make it sound really grand and make them feel reallysenior and valued. That way while they do not apply their knowledge in performance they will pass it down while coaching
3) If you want them to really contribute, include training and development as part of their scorecard. you will have to be tactical and ensure that they get scored only on the trainings which will upscale them and not allow them for any random unrelated training which they please to take up. Secondly after the training the scorecard should show marginal and above improvements in the performance. If there is no improvement you can do one of the following things
a) make them undergo the training again
b) make them be the trainers for the training
c) they do not get any hike in salaries that year.
Amrita
From China
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