Dear Friend,
What i came to know after going through the given incident of your organisation, that generally the experienced and intellectual employees are tend to behave like this. to counter this problem, the counselling is the best way. first you have to observe how this particular fellow is doing on the job. wether the management has made him aware about the policies and procedures of the company? wether you are having any scheme to recognise the sincere and hard working employee? if so, any employee is ignored in giving special increment or promotion? wether the company has given such increments or promotion to any undeserved employees? wether the employee under the reference has been ignored and his juniors were promoted?
if the company policies and procedures are good, generally, this type problems may not arise. for every problem there is solution. in such a cas eonly thing we can do is to select the right one in tackling the situation like present one.
if you say that there is no fault of the management policy, then the problem lies with his immediate boss. he might have some personal bias and showing descrimation attude among his subordinates, which may hurt the sentiments of the emplyee under the reference.
even if his boss is good and there is no fault of with him in this case, then you have give counselling to the concerned employee and should know wether he has got any problems either at work place or at his residence. in some of the cases, the domestic problems of the employee also influence his performance on the job
Being a HR professional we should have the capacity to anlyse the problems of the individual at his work place and at his residence.
with out having any of the above, problems, if the employee concerned is deleberately doing this, with view to cause financial or some problems, then we need not to tolerate this type of employees and the disciplinary proceedings are to be initated against him to set him right- if he doesnot change his behaviour then we have to take steps to remove him from the services by following due procedure of issuing advise letter, chargesheet, holding enquiry, final show cause notice, and dismissal order etc.
i think for the given problem, my suggetion may not 100% right, because one cannot say with out knowing the fact as to what is going on at his work place exactly and what are the internal and external factors influencing the working conditions of workmen. wether political games are being played by his superiors to meet their personal reasons etc
venkateswararao
hyderabad
From India, Hyderabad
55What i came to know after going through the given incident of your organisation, that generally the experienced and intellectual employees are tend to behave like this. to counter this problem, the counselling is the best way. first you have to observe how this particular fellow is doing on the job. wether the management has made him aware about the policies and procedures of the company? wether you are having any scheme to recognise the sincere and hard working employee? if so, any employee is ignored in giving special increment or promotion? wether the company has given such increments or promotion to any undeserved employees? wether the employee under the reference has been ignored and his juniors were promoted?
if the company policies and procedures are good, generally, this type problems may not arise. for every problem there is solution. in such a cas eonly thing we can do is to select the right one in tackling the situation like present one.
if you say that there is no fault of the management policy, then the problem lies with his immediate boss. he might have some personal bias and showing descrimation attude among his subordinates, which may hurt the sentiments of the emplyee under the reference.
even if his boss is good and there is no fault of with him in this case, then you have give counselling to the concerned employee and should know wether he has got any problems either at work place or at his residence. in some of the cases, the domestic problems of the employee also influence his performance on the job
Being a HR professional we should have the capacity to anlyse the problems of the individual at his work place and at his residence.
with out having any of the above, problems, if the employee concerned is deleberately doing this, with view to cause financial or some problems, then we need not to tolerate this type of employees and the disciplinary proceedings are to be initated against him to set him right- if he doesnot change his behaviour then we have to take steps to remove him from the services by following due procedure of issuing advise letter, chargesheet, holding enquiry, final show cause notice, and dismissal order etc.
i think for the given problem, my suggetion may not 100% right, because one cannot say with out knowing the fact as to what is going on at his work place exactly and what are the internal and external factors influencing the working conditions of workmen. wether political games are being played by his superiors to meet their personal reasons etc
venkateswararao
hyderabad
From India, Hyderabad
1. give that fellow LEAD ROLE in said project. ( at least show that )
2. mange to take PUBLIC committment from him about goals & how he will reach it. ( its from aspiration theory - ind. psycho)
3. display in public daily/weekly progress of project.
4. try management by objective for him.
5. think of awards & recognition.
From India, Pune
2. mange to take PUBLIC committment from him about goals & how he will reach it. ( its from aspiration theory - ind. psycho)
3. display in public daily/weekly progress of project.
4. try management by objective for him.
5. think of awards & recognition.
From India, Pune
Well Richa
firstly i see a lot of valuable comments and suggestions are on here and many of them are very useful.
But i would like to approach it in terms of an employer engagement issue rather an employee issue.Let me clarify the above statement
Let us take the established points
A) employee is uptodate in terms of systems procedures
B) employee is receptively (at least outwardly to discussions)
c)the employee is committed
d) socially active
Well now that these are established let us look ask a few key questions
a) the employee is committed to what? his work(personal goals) or company culture?
Herein could lie one if the answers.What are his/her personal goals in life?Are they really in alignment with company goals?If not then how can they be aligned?
B) Does the employee understand his/her performance goals(not of the team on the whole) and the consequences of not achieving these goals.
c)Thirdly "comfort zones" -has the employee created a comfort zone both socially and work wise which is giving him/her a false sense of security.Comfort zones are created based on past performance or also false sense of security in teams which arises from social activeness as you have mentioned. It takes on an atmosphere akin to the army where individuality is not the key but rather team work is overly emphasized.
d) hence the last question.As a company/work division do you emphasize inviduality in team performances.when i say that are individuals recognized and are there means for redressal and or recognition of high performing individuals to be recognized other than the references of their immediate supervisor or line manager
e) Elaborating on the point above the proverbial question of 'boredom'.Is the individual a high performer who currently feels that he is better than the team lead? Is he really better? And if he is then would it be viable to redeploy asset keeping in mind the current project commitments?
Hope that is helpful for i also have faced such situations which sometimes seem totally mysterious
Ps: would suggest semi-formal meetings with members in the individual's social circle to see if he/she has mentioned notions of being better than current team lead
Regards
phrca
From India, Mumbai
firstly i see a lot of valuable comments and suggestions are on here and many of them are very useful.
But i would like to approach it in terms of an employer engagement issue rather an employee issue.Let me clarify the above statement
Let us take the established points
A) employee is uptodate in terms of systems procedures
B) employee is receptively (at least outwardly to discussions)
c)the employee is committed
d) socially active
Well now that these are established let us look ask a few key questions
a) the employee is committed to what? his work(personal goals) or company culture?
Herein could lie one if the answers.What are his/her personal goals in life?Are they really in alignment with company goals?If not then how can they be aligned?
B) Does the employee understand his/her performance goals(not of the team on the whole) and the consequences of not achieving these goals.
c)Thirdly "comfort zones" -has the employee created a comfort zone both socially and work wise which is giving him/her a false sense of security.Comfort zones are created based on past performance or also false sense of security in teams which arises from social activeness as you have mentioned. It takes on an atmosphere akin to the army where individuality is not the key but rather team work is overly emphasized.
d) hence the last question.As a company/work division do you emphasize inviduality in team performances.when i say that are individuals recognized and are there means for redressal and or recognition of high performing individuals to be recognized other than the references of their immediate supervisor or line manager
e) Elaborating on the point above the proverbial question of 'boredom'.Is the individual a high performer who currently feels that he is better than the team lead? Is he really better? And if he is then would it be viable to redeploy asset keeping in mind the current project commitments?
Hope that is helpful for i also have faced such situations which sometimes seem totally mysterious
Ps: would suggest semi-formal meetings with members in the individual's social circle to see if he/she has mentioned notions of being better than current team lead
Regards
phrca
From India, Mumbai
The proof of the pudding is in eating it. The employee may have all the virtues, but is failing to perform. In such important positions, you just cant depend on 'trial and error' method. You have to act fast and see that things are not allowed to drift.
Have a plain talk with the individual and point out all the short comings. Get a feed back from him and examine if any corrective action is to be taken from the Management side. Once the goals are set, let the employee know your expectations, and also the imlications should he fail to perform. Depending upon the outcome, take action.
Remember, other employees are also watching you. Dont allow lethargy to creep in. As managers, our job is to make the employees competitive, and not comfortable.
Cyril
From India, Nagpur
Have a plain talk with the individual and point out all the short comings. Get a feed back from him and examine if any corrective action is to be taken from the Management side. Once the goals are set, let the employee know your expectations, and also the imlications should he fail to perform. Depending upon the outcome, take action.
Remember, other employees are also watching you. Dont allow lethargy to creep in. As managers, our job is to make the employees competitive, and not comfortable.
Cyril
From India, Nagpur
Dear Richa,
Thanks for bringing up this situation in forum, perhaps there are few reason why he is making mistakes while brimmed with all the job skills and experience, might be he starts taking that job as a granted as he possess every thing (skills + experience) and he might give less importance to the job and the tasks given to him, perhaps he is looking for some challenge-able position or he needs some change or needs some rest, sometime it becomes more critical situation when being involved among co-workers and having an unnecessary chit chat, or he might be demotivated due to the result of appraisal and he expected himself some good rewards what he was deserving.
I think here we can apply the same terminology GO SLOW , he might be deprived from any deserving reward or recognition thats why he is not meeting the deadlines. Now this is what you have to look by simply invite him in the dinner where you can make very casual and informal discussion about the problem he is facing or use some other tactics.
I support the suggestions given by Nina and other staff, please take him in confidence and take the issue out from the bag.
Cheers !!
Hassan
From Paraguay
Thanks for bringing up this situation in forum, perhaps there are few reason why he is making mistakes while brimmed with all the job skills and experience, might be he starts taking that job as a granted as he possess every thing (skills + experience) and he might give less importance to the job and the tasks given to him, perhaps he is looking for some challenge-able position or he needs some change or needs some rest, sometime it becomes more critical situation when being involved among co-workers and having an unnecessary chit chat, or he might be demotivated due to the result of appraisal and he expected himself some good rewards what he was deserving.
I think here we can apply the same terminology GO SLOW , he might be deprived from any deserving reward or recognition thats why he is not meeting the deadlines. Now this is what you have to look by simply invite him in the dinner where you can make very casual and informal discussion about the problem he is facing or use some other tactics.
I support the suggestions given by Nina and other staff, please take him in confidence and take the issue out from the bag.
Cheers !!
Hassan
From Paraguay
Your evaluation must be focused in the following areas:-
1) What were the inputs given to the person and against what defects;
2) Was proper counseling provided for the given defect;
3) Who evaulated the defect and counseling process;
4) Was HR given the power to make modifications to behaviour or was it a ad hoc attempt - in other words, would HR intervention have mattered to the company;
5) Were all inputs from all authorities in the same direction - or were they confusing - an organization with cross-purposes within can send out very different messages;
6) What was the actual intention of the defect rectification process - 90% of what is conveyed is based on our intention - words don't just mean what they mean anymore!!
7) Who is tracking the counseling process and change in behaviour and under what parameters;
8) What are the business requirements - have you communicated those to the person concerned - as a change of behaviour can mean improved business. If he buys this theory - does he believe it?
9) The perception and attitude of a person is also governed by the environment he/she is in - who can change his perception?
Saikiran
From India, Bangalore
1) What were the inputs given to the person and against what defects;
2) Was proper counseling provided for the given defect;
3) Who evaulated the defect and counseling process;
4) Was HR given the power to make modifications to behaviour or was it a ad hoc attempt - in other words, would HR intervention have mattered to the company;
5) Were all inputs from all authorities in the same direction - or were they confusing - an organization with cross-purposes within can send out very different messages;
6) What was the actual intention of the defect rectification process - 90% of what is conveyed is based on our intention - words don't just mean what they mean anymore!!
7) Who is tracking the counseling process and change in behaviour and under what parameters;
8) What are the business requirements - have you communicated those to the person concerned - as a change of behaviour can mean improved business. If he buys this theory - does he believe it?
9) The perception and attitude of a person is also governed by the environment he/she is in - who can change his perception?
Saikiran
From India, Bangalore
Hey I doubt if you would be going through all the replies yet heres my opinion...
This guy seems to be a careless employee. More than often we find such talents being wasted.
"lato ke bhoot bato se nahi mante" I dont expect you to kick him though.... ;)
Along with your tech lead you need to assign timelines and benchmarks. Allow him 3 chances to improve. If he does not you'd better chuck him.
He seems to be someone with exceptional PR skills, hence he has built a good rapport.
From India, Mumbai
This guy seems to be a careless employee. More than often we find such talents being wasted.
"lato ke bhoot bato se nahi mante" I dont expect you to kick him though.... ;)
Along with your tech lead you need to assign timelines and benchmarks. Allow him 3 chances to improve. If he does not you'd better chuck him.
He seems to be someone with exceptional PR skills, hence he has built a good rapport.
From India, Mumbai
Dear Richa,
I feel the best way to tackle this situation is that you issue him a warning letter based on the mistakes that he has done on job. If you do so, he will get the hint that he should better change his attitude and it will set as an example to other employees within the organisation.
From India, Mumbai
I feel the best way to tackle this situation is that you issue him a warning letter based on the mistakes that he has done on job. If you do so, he will get the hint that he should better change his attitude and it will set as an example to other employees within the organisation.
From India, Mumbai
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