My Suggestion:
1. Take him into confidence. Tell him it hurts and harms the company protocol. If he listens, you can guide him into better organizational behavior.
2. Find out if he has some conflict with someone inside with who he addresses issues relating to his profession, salary and existence in the company. He might carry a personal grudge against that person; by doing such a thing as you state here, he might think that he is taking revenge on that person or system. Is he happy with that person, system and himself? - find this out and then try providing solution - directly or through other channel as fitting. My feeling, it might happen to be you yourself, in case he is reporting to you and you have an issue with him. Sorry, its only a feeling and a suggestion.
From India, Madras
1. Take him into confidence. Tell him it hurts and harms the company protocol. If he listens, you can guide him into better organizational behavior.
2. Find out if he has some conflict with someone inside with who he addresses issues relating to his profession, salary and existence in the company. He might carry a personal grudge against that person; by doing such a thing as you state here, he might think that he is taking revenge on that person or system. Is he happy with that person, system and himself? - find this out and then try providing solution - directly or through other channel as fitting. My feeling, it might happen to be you yourself, in case he is reporting to you and you have an issue with him. Sorry, its only a feeling and a suggestion.
From India, Madras
Hi
In my earlier organization, we have made it clear to the employees (including HR team members) that discussing about salary / appraisal is not allowed.
If anyone is found discussing thier hike(s) and if people come discussing about their team mates hikes / salary, we used to call both of them and revert their salary to previous drawn amounts with a stern warning where in we had the support of higher ups
Twice it is done and we could arrest the practice. A strong hand is required to curb these practices
Kumar
From India, Hyderabad
28In my earlier organization, we have made it clear to the employees (including HR team members) that discussing about salary / appraisal is not allowed.
If anyone is found discussing thier hike(s) and if people come discussing about their team mates hikes / salary, we used to call both of them and revert their salary to previous drawn amounts with a stern warning where in we had the support of higher ups
Twice it is done and we could arrest the practice. A strong hand is required to curb these practices
Kumar
From India, Hyderabad
Sacking is so easy an option in this case. But, there's no guarantee that the next person to be appointed will not repeat such thing. So, to handle such a situation with maturity, I suggest the following:
I presume the employee in question may be a fresher or with little experience to understand the essence of HR Department. If this is the case, counselling is the best way.
But if that employee is holding a managerial position, then cosider this. "Power Corrupts", and access to information is also a sort of 'power'. So, to eradicate this 'corruption', take away the 'power'. Giive him a profile which is miles away from access to pay related information. This way the snake will be killed without breaking the baton.
Prashant
From India, Delhi
I presume the employee in question may be a fresher or with little experience to understand the essence of HR Department. If this is the case, counselling is the best way.
But if that employee is holding a managerial position, then cosider this. "Power Corrupts", and access to information is also a sort of 'power'. So, to eradicate this 'corruption', take away the 'power'. Giive him a profile which is miles away from access to pay related information. This way the snake will be killed without breaking the baton.
Prashant
From India, Delhi
Interesting piece.
Whatever action you deem suitable (my view is you put the HR person on corrective action and a stern verbal warning filed in his records), please carry with you all suitable evidence because this is a serious allegation and it is highly likely that the HR person could turn around asking how such an allegation can be made?
All the best!
Cheers,
Satyajit
From India, Hyderabad
Whatever action you deem suitable (my view is you put the HR person on corrective action and a stern verbal warning filed in his records), please carry with you all suitable evidence because this is a serious allegation and it is highly likely that the HR person could turn around asking how such an allegation can be made?
All the best!
Cheers,
Satyajit
From India, Hyderabad
I believe in Hr this person should be first given oral warning on personal grounds and as the immediate boss. Talk to this person the effects both positive and negative not in a meeting but on one on one situation.Dont generalise.
Clemence
From Zimbabwe
Clemence
From Zimbabwe
Hello Rashid,
I feel this person we are talking about has below 2 years of experience and I feel he just has got the access to the salaries of employees in the Company so its a bit natural for him to start discussing about it with people he knows in the company.
Here its his managers responsibility to make sure that he explains to him that he is sharing some information which is very confidential and would attract harsh decisions if he/she leaks it.
Also, try and explain him that different departments have there own secrets to be kept like the Admin team (Cost cutting, other facilities etc etc..), System Admin team (passwords, servers) the development team needs to sign NDA.
If he is convinced properly that everyone in the Company is bestowed to do some job in the Company and the profile demands are different for every designation and each one has to be responsible for it.
I am sure the situation can be handled.
Regards,
Sourabh Deval
From India, Pune
I feel this person we are talking about has below 2 years of experience and I feel he just has got the access to the salaries of employees in the Company so its a bit natural for him to start discussing about it with people he knows in the company.
Here its his managers responsibility to make sure that he explains to him that he is sharing some information which is very confidential and would attract harsh decisions if he/she leaks it.
Also, try and explain him that different departments have there own secrets to be kept like the Admin team (Cost cutting, other facilities etc etc..), System Admin team (passwords, servers) the development team needs to sign NDA.
If he is convinced properly that everyone in the Company is bestowed to do some job in the Company and the profile demands are different for every designation and each one has to be responsible for it.
I am sure the situation can be handled.
Regards,
Sourabh Deval
From India, Pune
Dear Rashid,
You need to formally sit with the employee to have a face to face discussion and explain him that his act might cost his job. A formal notice could also be sent. I am sure he/she would stop it immediately. Failing to do so, you should go ahaed with the harsh action against him/her
Warm Regards,
Shruthi
From India, Delhi
You need to formally sit with the employee to have a face to face discussion and explain him that his act might cost his job. A formal notice could also be sent. I am sure he/she would stop it immediately. Failing to do so, you should go ahaed with the harsh action against him/her
Warm Regards,
Shruthi
From India, Delhi
hello Rashid... each term is consider while making policy of the company. First you send official mail still it continuou you can take action according to rules and regulations of your company.
From India, Mumbai
From India, Mumbai
If all informal way of cautions are over, transfer this fellow for other work.This will give message to all HR staff. himanshu
From India, Ahmadabad
From India, Ahmadabad
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