Dear,
It seems that you were in a haste in terminating the employee. Most of the HR's assume or presume, Termination is the only Solution for all the problems & threats occurring from an employee.
Referring to your case , i opine that , neither circulars or termination would have done any good but retaining an employee and moulding them to the organization requirements, is the challenge a HR faces.
From aftermaths, you cannot rectify the past but can absolutely design or shape the future in par with your desires. Gossipers shall never change their attitude irrespective of the place or the target person they gossip on.
So create a friendly atmosphere and maintain your credibility without bothering on others gestures.
An HR should be a Psychologist and not Psychopath.
From India, Bangalore
1It seems that you were in a haste in terminating the employee. Most of the HR's assume or presume, Termination is the only Solution for all the problems & threats occurring from an employee.
Referring to your case , i opine that , neither circulars or termination would have done any good but retaining an employee and moulding them to the organization requirements, is the challenge a HR faces.
From aftermaths, you cannot rectify the past but can absolutely design or shape the future in par with your desires. Gossipers shall never change their attitude irrespective of the place or the target person they gossip on.
So create a friendly atmosphere and maintain your credibility without bothering on others gestures.
An HR should be a Psychologist and not Psychopath.
From India, Bangalore
I am speaking from my personal experience:
1. A circular, mass email or any similar form of communication, that reaches all employees, certainly helps make the employees understand the situation leading to the termination of services of an employee, especially since such a measure is generally considered too harsh a form of punishment.
2. Whether HR Head has to power to fire an employee or not will largely depend on the authority vested on him/her by the top management and the level of the HR Head, and hence will vary from organization to organization. However, I feel it better not to give other employees a feeling that 'HR' fired the employee.
3. A single fired employee cannot send out signals to all others that the organization has a hire and fire policy, unless the actions of HR department (actually that of the management) in the past has already resulted in the employees feeling insecure.
4. Having sent out the circular, it is best that the issue be left alone to die a natural death. It will, sooner or later. Induction process can certainly be used to build confidence in new joinees about the employee friendliness of HR, but remember, actions speak louder than words.
From India, Mumbai
1. A circular, mass email or any similar form of communication, that reaches all employees, certainly helps make the employees understand the situation leading to the termination of services of an employee, especially since such a measure is generally considered too harsh a form of punishment.
2. Whether HR Head has to power to fire an employee or not will largely depend on the authority vested on him/her by the top management and the level of the HR Head, and hence will vary from organization to organization. However, I feel it better not to give other employees a feeling that 'HR' fired the employee.
3. A single fired employee cannot send out signals to all others that the organization has a hire and fire policy, unless the actions of HR department (actually that of the management) in the past has already resulted in the employees feeling insecure.
4. Having sent out the circular, it is best that the issue be left alone to die a natural death. It will, sooner or later. Induction process can certainly be used to build confidence in new joinees about the employee friendliness of HR, but remember, actions speak louder than words.
From India, Mumbai
Dear Dev,
Lot has been written and is not only educative but also eye opening. I have some basic observations. Instead of sorting out each incident as a stand alone one, some fundamental issues need to be in place.
Can we use this incident to have a very simple code of conduct in place, to be issued to all on rolls and to the new inductees. This code needs to follow general expected behaviour of an average individual in the society.
If already in place is it being implemented in letter and spirit?
Issue of circulars etc encourages slug fights where in the energies get focussed on non essentials. Damage control, instilling confidence, with full backing of management is required.
I would suggest to ignore the entire incident, and as suggested by a number of friends, a positive flow of information to all the employees, interaction and correct projection of HR Dept will change the atmosphere.
By continuing to react are we not playing in the hands of the said disgruntled ad fired employee????
Best Wishes
esskay
From India, Hyderabad
Lot has been written and is not only educative but also eye opening. I have some basic observations. Instead of sorting out each incident as a stand alone one, some fundamental issues need to be in place.
Can we use this incident to have a very simple code of conduct in place, to be issued to all on rolls and to the new inductees. This code needs to follow general expected behaviour of an average individual in the society.
If already in place is it being implemented in letter and spirit?
Issue of circulars etc encourages slug fights where in the energies get focussed on non essentials. Damage control, instilling confidence, with full backing of management is required.
I would suggest to ignore the entire incident, and as suggested by a number of friends, a positive flow of information to all the employees, interaction and correct projection of HR Dept will change the atmosphere.
By continuing to react are we not playing in the hands of the said disgruntled ad fired employee????
Best Wishes
esskay
From India, Hyderabad
Though a CIRCULAR could help in conveying this issue to the employee, it will not really give a good impression. As a HR, I feel certain issues could be solved in a very different way that approaching the problem as it is.
In this issue, if a cirular is to be sent, the problem has to be told directly to all employees. which is note really required. A TRAINING session can be arranged with a topic which can indirectly covey the message to the employees that the issue was done for good. This will serve multi purpose.,
1. Employee will understand the problem,
2. HR can convey it by themselves as they are familiar with this issue.
The TRAINING can be on any softskill head which can include this issue as a case Study.
Hope Am right :) !
Regards,
Gowri
From India, Madras
In this issue, if a cirular is to be sent, the problem has to be told directly to all employees. which is note really required. A TRAINING session can be arranged with a topic which can indirectly covey the message to the employees that the issue was done for good. This will serve multi purpose.,
1. Employee will understand the problem,
2. HR can convey it by themselves as they are familiar with this issue.
The TRAINING can be on any softskill head which can include this issue as a case Study.
Hope Am right :) !
Regards,
Gowri
From India, Madras
After reading the reaction of the members to various suggestions, I read the whole series of comments once again, and felt that the slight differences of opinion are because of the fact that none of the writers are aware of the size of the organization in question. I would, therefore, like to clarify my suggestion, which was based on presumption that the company is fairly large is size, and hence the effective medium of communication with all the employees would be a circular/mass email. But if the organization is small in size, where all of them can be addressed in person by the HR Head, she can probably achieve the same results, probably with greater success. And she does not have to convene a meeting specifically for this purpose, but could use any occasion when all or majority of the employees gather together.
From India, Mumbai
From India, Mumbai
Hi
In my experience, indirect messages don't always work. Human beings are notorious for not getting "it". Indirect messages are also subject to multiple interpretations by different people.
Which is why a clearly worded circular without any ambiguity will be more effective than a By the way - including the topic as a case study would be a good idea for a college lecture or a session on employee communication for the new HR team members.
Regards
Ryan
From India, Mumbai
In my experience, indirect messages don't always work. Human beings are notorious for not getting "it". Indirect messages are also subject to multiple interpretations by different people.
Which is why a clearly worded circular without any ambiguity will be more effective than a By the way - including the topic as a case study would be a good idea for a college lecture or a session on employee communication for the new HR team members.
Regards
Ryan
From India, Mumbai
Hi
it was really intriguing !!
To instil the confidence in HR, i guess the functional managers can play a prominent role. At the outset, the extent of interactions of functional people (engineers) with the HR team is limited to the extent of supportive actions.
The functional manager to whom they report and interact can throw lights on truth of the incident and can bring back the confidence levels. If the manager's interpersonal skills and acceptance levels are high, he would be able to make the team understand of the nuances of firing - the led situation and resultant actions.
employee communications through code of conduct is an objective to achieve and as such cannot play a role in conivincing the rest of the crowd, as the malignancy is spread by an ex-employee who also would have been abide by the same policy statements and measures for termination processes
This is my view
RB
From India, Bangalore
it was really intriguing !!
To instil the confidence in HR, i guess the functional managers can play a prominent role. At the outset, the extent of interactions of functional people (engineers) with the HR team is limited to the extent of supportive actions.
The functional manager to whom they report and interact can throw lights on truth of the incident and can bring back the confidence levels. If the manager's interpersonal skills and acceptance levels are high, he would be able to make the team understand of the nuances of firing - the led situation and resultant actions.
employee communications through code of conduct is an objective to achieve and as such cannot play a role in conivincing the rest of the crowd, as the malignancy is spread by an ex-employee who also would have been abide by the same policy statements and measures for termination processes
This is my view
RB
From India, Bangalore
Dear Mr. Samvedan,
Sir, as per your suggestions I had sent the circular to all the employees. The circular was in the same format you sent to me.One of the employee responded to the circular and has written the mail to HR and here is the original mail of that employee, The employee is the senior one, please see his mail below and let me know what he is thinking and what he wants to know. It seems he is the culprit and driving that indiscipline . But, he is keeping quite in all situations.
Please see his mail he sent to HR after getting the circular.
His mail to HR was like this..........................
"
Sir,
I am not able to understand the exact meaning of this mail, If you feel
that there is some kind of misconduct or misbehave is going on then please specify.Moreover what kind of interference you think we are having in the company activities.what I personally believe that I am doing my work according to myself and I am not disturbing any of company's policies, discipline or any otherconcern activity.I think every person has its own way of doing his/her work.
Actually until and unless an employee will find comfortable in the working
enviroment he/she will not be able to perform or will not be able to give
his/her best performance, so either you restrict the employee from doing
his/her work according to himself/herself or you can provide the employee
such a cosy enviroment in which he/she likes to work with in itself.
That is what I think Employee Satisfaction. ""
What do you think? he is with those ex-employees and the driver of the indiscipline......?
Kindly suggest and guide me to handle this situation.
Warm regards
Dev
From India, Gurgaon
Sir, as per your suggestions I had sent the circular to all the employees. The circular was in the same format you sent to me.One of the employee responded to the circular and has written the mail to HR and here is the original mail of that employee, The employee is the senior one, please see his mail below and let me know what he is thinking and what he wants to know. It seems he is the culprit and driving that indiscipline . But, he is keeping quite in all situations.
Please see his mail he sent to HR after getting the circular.
His mail to HR was like this..........................
"
Sir,
I am not able to understand the exact meaning of this mail, If you feel
that there is some kind of misconduct or misbehave is going on then please specify.Moreover what kind of interference you think we are having in the company activities.what I personally believe that I am doing my work according to myself and I am not disturbing any of company's policies, discipline or any otherconcern activity.I think every person has its own way of doing his/her work.
Actually until and unless an employee will find comfortable in the working
enviroment he/she will not be able to perform or will not be able to give
his/her best performance, so either you restrict the employee from doing
his/her work according to himself/herself or you can provide the employee
such a cosy enviroment in which he/she likes to work with in itself.
That is what I think Employee Satisfaction. ""
What do you think? he is with those ex-employees and the driver of the indiscipline......?
Kindly suggest and guide me to handle this situation.
Warm regards
Dev
From India, Gurgaon
New employees can be moulded either ways.It would be the failure of the HR dept if the employees take it away from you and convince the new joinees against it.
The HR must maixmise their interaction with the new employees and you must take due care that the old employees who are not spreading the message mustnot feel isolated.
Regards,
Santosh verma.
From India, Bangalore
The HR must maixmise their interaction with the new employees and you must take due care that the old employees who are not spreading the message mustnot feel isolated.
Regards,
Santosh verma.
From India, Bangalore
Hello,
This is excellent!
The author of the mail may or may not be the driver of the indiscipline. In any case he does seem to have gone on the back foot and palyed a defensive stroke-for which there was no need!!!
Rest of what he has written are his views and you must respect them as his individual views. The single response points where to the malice may be located. But this is NOT the time to go into all that.
You may reply the mail simply saying that his views are noted and would be helpful in future. Do not join issues. Do not question the person. Do not even talk about his mail to anyone.
Rather work to reinforce the image of HR for its balance, transparency, objectivity blended with compassion when necessary and above all try and be a confidant to all. And all this you must convey and convince through your actions and decisions and NEVER through any circular or even a Training Programme.
Now do not generate or encourage any discussion on the episode and having received valuable insight, let the matter die a natural death. The future is the time to build credible HR culture in the organization. Device palns and programmes to achieve that objective.
Regards
samvedan
September 13, 2007
From India, Pune
This is excellent!
The author of the mail may or may not be the driver of the indiscipline. In any case he does seem to have gone on the back foot and palyed a defensive stroke-for which there was no need!!!
Rest of what he has written are his views and you must respect them as his individual views. The single response points where to the malice may be located. But this is NOT the time to go into all that.
You may reply the mail simply saying that his views are noted and would be helpful in future. Do not join issues. Do not question the person. Do not even talk about his mail to anyone.
Rather work to reinforce the image of HR for its balance, transparency, objectivity blended with compassion when necessary and above all try and be a confidant to all. And all this you must convey and convince through your actions and decisions and NEVER through any circular or even a Training Programme.
Now do not generate or encourage any discussion on the episode and having received valuable insight, let the matter die a natural death. The future is the time to build credible HR culture in the organization. Device palns and programmes to achieve that objective.
Regards
samvedan
September 13, 2007
From India, Pune
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