Hi Sohini,
I look at it this way:
1. If she is an asset to the organization and is worth retaining, then give her the flexibility. This may lead to increased productivity.
2. If she is an average/below average performer, then as Sparky has said, follow that sequence.
Geetha
From India, Coimbatore
Acknowledge(0)
Amend(0)
12I look at it this way:
1. If she is an asset to the organization and is worth retaining, then give her the flexibility. This may lead to increased productivity.
2. If she is an average/below average performer, then as Sparky has said, follow that sequence.
Geetha
From India, Coimbatore
Acknowledge(0)Amend(0)
Dear Basu,
I read your problem and found that you are a generous kind of person and quite cooperative with your employees. These are good signs of a good leader. But after all, you are the boss, and they are your employees. Bosses and employees have good relations as long as the work is going smoothly and perfectly.
In my opinion, you must check her efficiency of work. If you find it up to the mark, then you must ask her personally what the problem is. You should explain to her the official etiquettes, manners, and the rules and regulations of the office. Explain to her that she should not involve her personal problems with her office work as it affects efficiency. Remember, life is not a bed of roses.
If things still don't work out, 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 valuable time handling such employees, even after explaining everything to them, it's better to look for more deserving candidates rather than continue with such employees.
From India, Jaipur
Acknowledge(0)Amend(0)
I read your problem and found that you are a generous kind of person and quite cooperative with your employees. These are good signs of a good leader. But after all, you are the boss, and they are your employees. Bosses and employees have good relations as long as the work is going smoothly and perfectly.
In my opinion, you must check her efficiency of work. If you find it up to the mark, then you must ask her personally what the problem is. You should explain to her the official etiquettes, manners, and the rules and regulations of the office. Explain to her that she should not involve her personal problems with her office work as it affects efficiency. Remember, life is not a bed of roses.
If things still don't work out, 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 valuable time handling such employees, even after explaining everything to them, it's better to look for more deserving candidates rather than continue with such employees.
From India, Jaipur
Acknowledge(0)Amend(0)
Hi Sohini,
As far as I can understand from your statement, "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 the 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 in the professional mode and see if a person doesn't follow the rules, they have to suffer as per the policies of the organization. If you have a policy where 3-4 latecomings result in half/full day salary deduction, then let her salary get deducted. Why do you have to go to her every time and tell her what should and shouldn't be done? Also, if you are getting issues from her project manager, then you can issue her a warning letter... and 2 warning letters anyway result in termination.
The situation here has already gone out of control as the girl is annoyed totally, and you are 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 is 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 doesn't mean efficiency...
I don't know how many HR Managers would agree (HR with Indian Companies would 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
Acknowledge(0)Amend(0)
As far as I can understand from your statement, "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 the 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 in the professional mode and see if a person doesn't follow the rules, they have to suffer as per the policies of the organization. If you have a policy where 3-4 latecomings result in half/full day salary deduction, then let her salary get deducted. Why do you have to go to her every time and tell her what should and shouldn't be done? Also, if you are getting issues from her project manager, then you can issue her a warning letter... and 2 warning letters anyway result in termination.
The situation here has already gone out of control as the girl is annoyed totally, and you are 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 is 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 doesn't mean efficiency...
I don't know how many HR Managers would agree (HR with Indian Companies would 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
Acknowledge(0)Amend(0)
Hi, please have a friendly meeting with her and try to know the facts behind that. She may be suffering from some personal problems. In that case, please help her. You may also send her for training to improve her positive attitude.
As an HR professional, we should have the skills to develop people.
From India, Delhi
Acknowledge(0)Amend(0)
As an HR professional, we should have the skills to develop people.
From India, Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
Hi,
I agree with most of what they 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 the office. If her absence is delaying the project, hand it over to somebody else or allocate one more person to that project. She may incur LOP, but our clients want results; they do not want to hear such excuses. At least in her absence, the work is getting done.
Speak to her. If her physical presence is necessary in any situation, find alternatives or negotiate with colleagues for timings. For instance, if she needs to take her mother to the hospital, let her take the morning off but ensure she makes up for it by working late to complete today's tasks. Alternatively, provide her with a laptop and access to work from home.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
I agree with most of what they 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 the office. If her absence is delaying the project, hand it over to somebody else or allocate one more person to that project. She may incur LOP, but our clients want results; they do not want to hear such excuses. At least in her absence, the work is getting done.
Speak to her. If her physical presence is necessary in any situation, find alternatives or negotiate with colleagues for timings. For instance, if she needs to take her mother to the hospital, let her take the morning off but ensure she makes up for it by working late to complete today's tasks. Alternatively, provide her with a laptop and access to work from home.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
Dear HR Fraternity,
I think the HR department has much more to do than cajoling irresponsible employees. Most of my friends have suggested that we should open up a communication channel with the employee. I agree that, in most cases, we should do so. However, with people who act smart, we need to be clear in our ideas and initiate necessary action. I believe there is no point in opening up a grievance cell and starting to listen to lame excuses.
It might sound harsh, but if the employee is productive, it is acceptable; otherwise, it is merely foolishness to entertain such an employee in the organization. We need to take stern action against employees who take their job very casually.
From India, Hyderabad
Acknowledge(0)Amend(0)
I think the HR department has much more to do than cajoling irresponsible employees. Most of my friends have suggested that we should open up a communication channel with the employee. I agree that, in most cases, we should do so. However, with people who act smart, we need to be clear in our ideas and initiate necessary action. I believe there is no point in opening up a grievance cell and starting to listen to lame excuses.
It might sound harsh, but if the employee is productive, it is acceptable; otherwise, it is merely foolishness to entertain such an employee in the organization. We need to take stern action against employees who take their job very casually.
From India, Hyderabad
Acknowledge(0)Amend(0)
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 in keeping her on the board as it might affect other employees, so I believe it's the right time to address such habits. But make sure it will not affect the project she is currently working on.
Thanks
From Kuwait, Kuwait
Acknowledge(0)Amend(0)
Thanks
From Kuwait, Kuwait
Acknowledge(0)Amend(0)
Hi,
Just see how this girl behaves with other coworkers. If she is behaving in the same manner, that means there is something wrong in her personal life. Alternatively, you can observe his daily behavior.
I think we should follow HR policy. A rule is a rule for everybody. Otherwise, other employees might take undue advantage of this in the future.
From India, Pune
Acknowledge(0)Amend(0)
Just see how this girl behaves with other coworkers. If she is behaving in the same manner, that means there is something wrong in her personal life. Alternatively, you can observe his daily behavior.
I think we should follow HR policy. A rule is a rule for everybody. Otherwise, other employees might take undue advantage of this in the future.
From India, Pune
Acknowledge(0)Amend(0)
Hi, just see how this girl behaves with other coworkers. If she is behaving in the same manner, that means there is something wrong in her personal life. Alternatively, you can observe her daily behavior. I think we should follow HR policy. A rule is a rule for everybody; otherwise, other employees might take undue advantage of this in the future.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.