Have you taken any steps to gather information about the employee's family background? I think he has a family or personal problem. Getting to know about his background and his problem will give you insights, and if you provide counseling, he will be alright.
Jeba
Loyola College
From India, Madras
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Jeba
Loyola College
From India, Madras
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I think since he is a good performer and achieves targets on time, certainly he is an asset to the company, and one should give him a chance to justify the problem of going on leave without any intimation. Management should give a fair chance to him. A personal hearing is a must. After all this, again if the employee is disobeying the rules and regulations laid down by the firm, then he should be treated in the same manner as others for his behavior because company rules are the same for everybody.
With regards,
RK Sinha
From India, Ludhiana
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With regards,
RK Sinha
From India, Ludhiana
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Definitely, it is a matter of discipline and can affect the discipline of others as well. However, at the same time, we cannot deny his performance. You can take the following steps to resolve the problem:
1. Identify the influential person or someone he respects, or assign him a mentor.
2. Try to find out the reason for being absent without intimation.
3. Explain to him the consequences of being absent without intimation.
4. Measure any changes.
5. If there is no improvement, instruct the mentor to coach him regularly.
Terminating the employee based on disciplinary grounds is relatively easy for any organization, but losing the right talent can harm the organization simultaneously. Therefore, it is better to work on changing his behavior.
From India
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1. Identify the influential person or someone he respects, or assign him a mentor.
2. Try to find out the reason for being absent without intimation.
3. Explain to him the consequences of being absent without intimation.
4. Measure any changes.
5. If there is no improvement, instruct the mentor to coach him regularly.
Terminating the employee based on disciplinary grounds is relatively easy for any organization, but losing the right talent can harm the organization simultaneously. Therefore, it is better to work on changing his behavior.
From India
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Termination is not a solution to this. It would be better if the department head spoke to him in person to understand why he behaves this way. There might be an underlying issue that could be problematic for him, which you could address post-discussion. If he is performing well, meeting targets, ultimately contributing to achieving company goals and objectives, and consistently demonstrating these qualities, then he is an asset to the company.
From India
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From India
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Hi,
Whatever Sastry, Rohit, and Raj are saying is correct. First, find out the reason for his absences and counsel him. Keep a record of the notices you are going to issue him, and also CC this to his manager. As Jyothi said, operations will not support firing this kind of performer. Therefore, when you have a record as proof and if he continues with the same behavior, you can take disciplinary action up to your limits.
However, as Sastry mentioned, if he has another source of income, you can take immediate action against him.
From India, Hyderabad
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Whatever Sastry, Rohit, and Raj are saying is correct. First, find out the reason for his absences and counsel him. Keep a record of the notices you are going to issue him, and also CC this to his manager. As Jyothi said, operations will not support firing this kind of performer. Therefore, when you have a record as proof and if he continues with the same behavior, you can take disciplinary action up to your limits.
However, as Sastry mentioned, if he has another source of income, you can take immediate action against him.
From India, Hyderabad
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Even though he completes his work every month, as an employee, he should have regularity and discipline. Without these kinds of attitudes, an employee should not be permitted into the office.
I hope the company should take action on him.
From India, Vijayawada
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I hope the company should take action on him.
From India, Vijayawada
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Hi Radhika, In my opinion he must be dismissed. Though he reaches his target every month he does not have any personal values or ethics. Regards Balaji
From Hong Kong, Central District
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From Hong Kong, Central District
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The most suggested procedure is trying to find the reason for his continued behavior through meetings/counseling. However, you may or may not get the reason; in all probabilities, you will not. You may have to have an analytical approach that will also sound logical to management.
The next step should be to evaluate how he is being graded as a performer... is it on the months' target or the productivity based on his actual hours worked. You may unearth some conclusive insights. Is the target too low or easily manageable for his profile or maybe his capacity. This may lead to a willful default on discipline due to a superiority feeling, which could also not be in the best interest.
Another important factor to be evaluated is his motivation and need for this job; a careless/disrespect to discipline may have roots there.
But the Bottomline is Discipline is above all, across departments, ranks, and performance.
I am unable to accept that an undisciplined employee is a performer, for when an employee is declared as a performer, he is being presented as a role model and is graded on all parameters rather than the ability to reach targets or output against input compared with others.
Regards,
RR
From India, Delhi
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The next step should be to evaluate how he is being graded as a performer... is it on the months' target or the productivity based on his actual hours worked. You may unearth some conclusive insights. Is the target too low or easily manageable for his profile or maybe his capacity. This may lead to a willful default on discipline due to a superiority feeling, which could also not be in the best interest.
Another important factor to be evaluated is his motivation and need for this job; a careless/disrespect to discipline may have roots there.
But the Bottomline is Discipline is above all, across departments, ranks, and performance.
I am unable to accept that an undisciplined employee is a performer, for when an employee is declared as a performer, he is being presented as a role model and is graded on all parameters rather than the ability to reach targets or output against input compared with others.
Regards,
RR
From India, Delhi
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Respected Radhika,
I don't have any idea regarding the payment strategy at your workplace, but to solve this problem, try to set daily targets or make some changes in the salary format. If an employee exceeds the allowed number of leave days in a total month of working days, you can deduct their salary, which I believe many big companies do follow. Please review the norms that are typically adhered to when establishing the above. Because, as you mentioned, even after issuing a warning, the employee seems reluctant, indicating that they are aware they won't be terminated. However, you do manage to hire good employees, so please address this issue.
Thank you,
Best of Luck
From India, Pune
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2I don't have any idea regarding the payment strategy at your workplace, but to solve this problem, try to set daily targets or make some changes in the salary format. If an employee exceeds the allowed number of leave days in a total month of working days, you can deduct their salary, which I believe many big companies do follow. Please review the norms that are typically adhered to when establishing the above. Because, as you mentioned, even after issuing a warning, the employee seems reluctant, indicating that they are aware they won't be terminated. However, you do manage to hire good employees, so please address this issue.
Thank you,
Best of Luck
From India, Pune
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