Hi Sohini,
I look at it this way:
1. If she is an asset to the org. and is worth retaining then give her the flexibility. This may lead to increased productivity.
2. If she is an avg/below avg performer then as Sparky has said follow that sequence.
Geetha
From India, Coimbatore
12I look at it this way:
1. If she is an asset to the org. and is worth retaining then give her the flexibility. This may lead to increased productivity.
2. If she is an avg/below avg performer then as Sparky has said follow that sequence.
Geetha
From India, Coimbatore
Dear Basu
I read your problem and found that you are generous kind of person and you are quite co-operative with your employees. These are good signs of a good leader.
But afterall you are the boss and they are your employees. Boss and employees have good relations till the work is going smoothly and perfectly.
In my opinion you must check her efficiency of work and if you find it up to the mark then you must ask her personally that what is the problem with her? You explain her regarding official etiquettes and manners and the rules and regulations of the office.
You explain her that she should not involve her problems with her office work as it affects the efficiency. Life is not the bed of roses.
Still if the things does.nt work then you must understand that "THEY ARE THE EMPLOYEES AND YOU ARE THE BOSS. THEY ARE HERE TO SERVE YOU AND NOT YOU ARE THERE TO SERVE THEM".
Instead of wasting the valuable time in handling such employees even after being explaining them in all the way it's better to go for some deserving candidates rather than dragging such employees.
From India, Jaipur
I read your problem and found that you are generous kind of person and you are quite co-operative with your employees. These are good signs of a good leader.
But afterall you are the boss and they are your employees. Boss and employees have good relations till the work is going smoothly and perfectly.
In my opinion you must check her efficiency of work and if you find it up to the mark then you must ask her personally that what is the problem with her? You explain her regarding official etiquettes and manners and the rules and regulations of the office.
You explain her that she should not involve her problems with her office work as it affects the efficiency. Life is not the bed of roses.
Still if the things does.nt work then you must understand that "THEY ARE THE EMPLOYEES AND YOU ARE THE BOSS. THEY ARE HERE TO SERVE YOU AND NOT YOU ARE THERE TO SERVE THEM".
Instead of wasting the valuable time in handling such employees even after being explaining them in all the way it's better to go for some deserving candidates rather than dragging such employees.
From India, Jaipur
Hi Sohini,
As far as i can understand from your statements "so gave a notice to all and from that all obeyed my order."If your notice has gone in a manner of order it might affect in a negative pattern.
Also, if an employee is absent due to some justifiable reason you should allow them to do so,asking any employee not to take their rightful leave and come back to office will annoy anyone.
I'm not saying that you have to give them or not to give them the freedom but at the same time please be into the professional mode and see if a person does'nt follow the rules they have to suffer as per the policies of the organisation.
If you have a policy where 3-4 latecomings result in half/full day salary deduction then let her salary gets deducted,why do you have to go to her everytime and tell her what shud and shud'nt be done.
Also if you are getting issues from her project manager then you can issue her a warning letter......and 2 warning letters anyways result in termination.
The situation here has already gone out of control as the girl being annoyed totally and you taking things personally.Take it as a challenge and try to be a little more understanding towards her as per her social and economical background and convince her that you are her friend.
But if still things don't work......issue her a notice, ask for improvement in 15 days, and if no improvement seen......terminate her.
I would also like to say that one should understand the difference between the authoritarian mode and the professional mode.....Being a Senior Person in HR would certainly not mean that they can pressurize people to do what they think is right.
Although i personally don't feel it's right to be very finicky about the "in-time".....One should only be alarmed if the employees become irresponsible towards their work..Which only their respective managers can tell..Coming late or coming on time does'nt mean efficiency.......
I Don't know how many HR Managers would agree(HR with Indian Cos Wud disagree while working with MNC's would agree since there is freedom in MNC's regarding flexibility in timings)
Thanks!!
Regards,
Dhoop
From India, Pune
As far as i can understand from your statements "so gave a notice to all and from that all obeyed my order."If your notice has gone in a manner of order it might affect in a negative pattern.
Also, if an employee is absent due to some justifiable reason you should allow them to do so,asking any employee not to take their rightful leave and come back to office will annoy anyone.
I'm not saying that you have to give them or not to give them the freedom but at the same time please be into the professional mode and see if a person does'nt follow the rules they have to suffer as per the policies of the organisation.
If you have a policy where 3-4 latecomings result in half/full day salary deduction then let her salary gets deducted,why do you have to go to her everytime and tell her what shud and shud'nt be done.
Also if you are getting issues from her project manager then you can issue her a warning letter......and 2 warning letters anyways result in termination.
The situation here has already gone out of control as the girl being annoyed totally and you taking things personally.Take it as a challenge and try to be a little more understanding towards her as per her social and economical background and convince her that you are her friend.
But if still things don't work......issue her a notice, ask for improvement in 15 days, and if no improvement seen......terminate her.
I would also like to say that one should understand the difference between the authoritarian mode and the professional mode.....Being a Senior Person in HR would certainly not mean that they can pressurize people to do what they think is right.
Although i personally don't feel it's right to be very finicky about the "in-time".....One should only be alarmed if the employees become irresponsible towards their work..Which only their respective managers can tell..Coming late or coming on time does'nt mean efficiency.......
I Don't know how many HR Managers would agree(HR with Indian Cos Wud disagree while working with MNC's would agree since there is freedom in MNC's regarding flexibility in timings)
Thanks!!
Regards,
Dhoop
From India, Pune
Hi,
please have a friendly meeting with her and try to know the facts behind that. She may be suffering from some personal problem. in that case pls help her. you may also send her for training to imrove his postive attitute
As a HR professional we should have the skills to develop the people.
From India, Delhi
please have a friendly meeting with her and try to know the facts behind that. She may be suffering from some personal problem. in that case pls help her. you may also send her for training to imrove his postive attitute
As a HR professional we should have the skills to develop the people.
From India, Delhi
Hi Sohini,
We have TM’s like this in every organization. 1st and foremost is to get an understanding of this behavior. Are there are any pressing personal issues that is pushing her to this extent? It has to be more a discussion (than just a friendly talk) to probe into her behavior. If she has genuine concerns then can the company help her in address it to an extent where her behavior at work does not get hampered? If there is purely a behavioral problem and you can’t do much (as you already claim to have issued her warnings) then it is time you let the employee move out of the organization lest her behavior sets as an example for others.
Thanks & Regards,
Shilpa Jadhav
From India, Bangalore
We have TM’s like this in every organization. 1st and foremost is to get an understanding of this behavior. Are there are any pressing personal issues that is pushing her to this extent? It has to be more a discussion (than just a friendly talk) to probe into her behavior. If she has genuine concerns then can the company help her in address it to an extent where her behavior at work does not get hampered? If there is purely a behavioral problem and you can’t do much (as you already claim to have issued her warnings) then it is time you let the employee move out of the organization lest her behavior sets as an example for others.
Thanks & Regards,
Shilpa Jadhav
From India, Bangalore
hi
I agree with what most of them have suggested...but one thing you should keep in mind is that we are paying her for the work she does and not for her presence in office... if her absence is delaying the projet..hand over the project to somebody else... or allot one more person to that project.. she will get away with LOP but our clients wants the result..they dont want to hear about such excuses... atleast in her absence the work is getting done..
Speak to her.. If she is in a situation that her physical presence is needed in whtever situation she is in... find alternatives..or negotiate with the colleague for timings.. like may be she wants to take her mom to hospital... let her take the morning time off..but she has to make up by staying late to complete todays task... or give her laptop and access...let her work from home.....
From India, Madras
I agree with what most of them have suggested...but one thing you should keep in mind is that we are paying her for the work she does and not for her presence in office... if her absence is delaying the projet..hand over the project to somebody else... or allot one more person to that project.. she will get away with LOP but our clients wants the result..they dont want to hear about such excuses... atleast in her absence the work is getting done..
Speak to her.. If she is in a situation that her physical presence is needed in whtever situation she is in... find alternatives..or negotiate with the colleague for timings.. like may be she wants to take her mom to hospital... let her take the morning time off..but she has to make up by staying late to complete todays task... or give her laptop and access...let her work from home.....
From India, Madras
Dear HR Fraternity
I think HR Dept has much more to do than cajoling the irresponsible employees.
Most of the friends said we should open up a communication channel with the employee. I agree in most cases we should do it. But, with people who act smart we need to be clear in our ideas and inititate necessary action. I think there is no point in opening up a grievance cell and start listening to lame excuses
Might sound harsh, but if the employee is productive it is ok other wise it is mere foolishness to entertain such employee in the organization. We need to take stern action against the employees who take their job very casual
From India, Hyderabad
I think HR Dept has much more to do than cajoling the irresponsible employees.
Most of the friends said we should open up a communication channel with the employee. I agree in most cases we should do it. But, with people who act smart we need to be clear in our ideas and inititate necessary action. I think there is no point in opening up a grievance cell and start listening to lame excuses
Might sound harsh, but if the employee is productive it is ok other wise it is mere foolishness to entertain such employee in the organization. We need to take stern action against the employees who take their job very casual
From India, Hyderabad
Since you tried your best to retain her, then find a suitable replacement for her ASAP and terminate her with immediate effect. There is no point to keep her in the board as it might effect other employees, so I believe its right time to diagnose such habbits. But make sure it will not effect towards the project which she is doing currently.
Thanks
From Kuwait, Kuwait
Thanks
From Kuwait, Kuwait
Hi,
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check his daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
From India, Pune
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check his daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
From India, Pune
Hi,
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check her daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
From India, Pune
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check her daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
From India, Pune
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How to Handle an Employee Resignation.doc