Hi Sohini,
As a Management Executive, you made the best efforts to resolve challenging situations. However, it appears that she did not respond in a manner conducive to resolving issues.
Please review her performance tracker and assess her work before considering issuing a warning letter. If she is an outstanding performer, a warning may be appropriate; otherwise, a different approach should be taken. This situation with one individual could set a precedent for others, leading to chaos within the organization. It is crucial to maintain proper control and management over employees to avoid such scenarios.
Maintain a friendly relationship with your colleagues, but do not allow them to disregard company rules. Remember, "Let's give a chance to a new Bee to make its Honey with your company."
Regards,
Balu
[Quote from Sohini Basu Roy:]
Dear friends,
I have been facing a challenging issue in my office for the past few months. There is a female employee in our office who is a trainee. Over the last few months, I have observed a lack of punctuality among employees. While most complied after a notice was issued, this particular trainee continued to arrive late. Despite repeated warnings, she did not rectify this behavior. One day, she responded to me saying, "If I am late, you can take any step (such as deducting half of my salary) as mentioned in the notice." I remained silent.
Last Thursday, she called me in the morning, informing me that her mother was unwell and she would not be coming to work. The following day, she called again citing the same reason. I insisted she come to work as her absence was affecting our project, which she was handling independently. She reluctantly agreed to try. However, during the first half of the day, she did not answer my calls. When she finally did, she abruptly disconnected.
Later, she visited my office with the same attitude. After questioning her about her actions and citing previous incidents, she left abruptly following our conversation. Subsequently, when I visited her department for another matter, I discovered she had left the office early, as confirmed by her teammate.
I immediately called her, prompting her to return to the office after expressing her reluctance to work. I persuaded her to come back by emphasizing the importance of her role.
I seek advice on how to address and prevent such behavior in the future. Your suggestions would be greatly appreciated.
PLEASE HELP ME. I WILL BE GRATEFUL FOR YOUR SUGGESTIONS.
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This revised text corrects spelling and grammar errors, ensures proper paragraph formatting, and maintains the original meaning and tone of the message.
From India, Hyderabad
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As a Management Executive, you made the best efforts to resolve challenging situations. However, it appears that she did not respond in a manner conducive to resolving issues.
Please review her performance tracker and assess her work before considering issuing a warning letter. If she is an outstanding performer, a warning may be appropriate; otherwise, a different approach should be taken. This situation with one individual could set a precedent for others, leading to chaos within the organization. It is crucial to maintain proper control and management over employees to avoid such scenarios.
Maintain a friendly relationship with your colleagues, but do not allow them to disregard company rules. Remember, "Let's give a chance to a new Bee to make its Honey with your company."
Regards,
Balu
[Quote from Sohini Basu Roy:]
Dear friends,
I have been facing a challenging issue in my office for the past few months. There is a female employee in our office who is a trainee. Over the last few months, I have observed a lack of punctuality among employees. While most complied after a notice was issued, this particular trainee continued to arrive late. Despite repeated warnings, she did not rectify this behavior. One day, she responded to me saying, "If I am late, you can take any step (such as deducting half of my salary) as mentioned in the notice." I remained silent.
Last Thursday, she called me in the morning, informing me that her mother was unwell and she would not be coming to work. The following day, she called again citing the same reason. I insisted she come to work as her absence was affecting our project, which she was handling independently. She reluctantly agreed to try. However, during the first half of the day, she did not answer my calls. When she finally did, she abruptly disconnected.
Later, she visited my office with the same attitude. After questioning her about her actions and citing previous incidents, she left abruptly following our conversation. Subsequently, when I visited her department for another matter, I discovered she had left the office early, as confirmed by her teammate.
I immediately called her, prompting her to return to the office after expressing her reluctance to work. I persuaded her to come back by emphasizing the importance of her role.
I seek advice on how to address and prevent such behavior in the future. Your suggestions would be greatly appreciated.
PLEASE HELP ME. I WILL BE GRATEFUL FOR YOUR SUGGESTIONS.
---
This revised text corrects spelling and grammar errors, ensures proper paragraph formatting, and maintains the original meaning and tone of the message.
From India, Hyderabad
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Hi,
I think you should not talk to her; just keep a watch. At any wrongdoing, give her a written warning. After two warnings, terminate her. Don't retain her; she is not an asset to any organization.
Regards
From India, Chandigarh
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1I think you should not talk to her; just keep a watch. At any wrongdoing, give her a written warning. After two warnings, terminate her. Don't retain her; she is not an asset to any organization.
Regards
From India, Chandigarh
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Dear Sohini Basu,
You need to call the employee and counsel her. Keep her late-coming record handy and ask her how she justifies her regular tardiness. Also, explain to her how it is affecting the general discipline and timekeeping rules of the company. Make a note of this meeting, sign it jointly, and keep it in her personal file.
It is hoped that this approach will bring a positive change, and she will start coming on time. However, if there is no improvement, then you may issue a charge sheet to her as per the Standing Orders applicable and terminate her after conducting a domestic inquiry.
Regards,
Mohan.
From India
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You need to call the employee and counsel her. Keep her late-coming record handy and ask her how she justifies her regular tardiness. Also, explain to her how it is affecting the general discipline and timekeeping rules of the company. Make a note of this meeting, sign it jointly, and keep it in her personal file.
It is hoped that this approach will bring a positive change, and she will start coming on time. However, if there is no improvement, then you may issue a charge sheet to her as per the Standing Orders applicable and terminate her after conducting a domestic inquiry.
Regards,
Mohan.
From India
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Hi,
I really don't appreciate you going to her again and trying to make her understand. I hope this is the right time for you to be able to make a decision. You can give her a notice period to safeguard the work atmosphere. Perhaps because of her, other team members or colleagues may also start behaving in the same way.
Since she is handling a project individually, try to find a replacement for her within the notice period to avoid any interruptions to her project.
I know that as an HR professional, we should try to retain our employees based on their overall performance. But in this case, I see her as a virus that could spread to others in the future.
Hence, the sooner, the better. Take action.
From India, Kochi
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I really don't appreciate you going to her again and trying to make her understand. I hope this is the right time for you to be able to make a decision. You can give her a notice period to safeguard the work atmosphere. Perhaps because of her, other team members or colleagues may also start behaving in the same way.
Since she is handling a project individually, try to find a replacement for her within the notice period to avoid any interruptions to her project.
I know that as an HR professional, we should try to retain our employees based on their overall performance. But in this case, I see her as a virus that could spread to others in the future.
Hence, the sooner, the better. Take action.
From India, Kochi
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Hello everybody, sorry for being late in replying. Thank you for giving me such useful suggestions. I am really grateful to you all. Thank you, friends, for your valuable suggestions.
From India, New Delhi
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From India, New Delhi
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Hi Sohini,
This particular employee seems to be an irresponsible person. I understand you already had a friendly chat with her to make her understand the seriousness. This kind of behavior will definitely create a negative impact on her. Hence, take this formally and handle professionally. Send her the mail at her official mail ID and give her the last warning, and put a cc to the management. If she still continues, you should go ahead and terminate her. But before that, start looking for a replacement for her.
Regards,
Kamini
From India, Hyderabad
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This particular employee seems to be an irresponsible person. I understand you already had a friendly chat with her to make her understand the seriousness. This kind of behavior will definitely create a negative impact on her. Hence, take this formally and handle professionally. Send her the mail at her official mail ID and give her the last warning, and put a cc to the management. If she still continues, you should go ahead and terminate her. But before that, start looking for a replacement for her.
Regards,
Kamini
From India, Hyderabad
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Mr. Ravi, I guess you are not from the HR fraternity or background. Your answers are big, bold, with negative, firm assertions. (You do not qualify to be an HR if you are in HR). Your answers depend on instinct and gut feelings spontaneously, which a level-headed HR person with skills of overseeing attitude and organizational development will never react like you do.
Firm up, man (Human beings for generating results through relations). We are not security guards or the police, man. And probably you have been having bad experiences dealing with HR or HR issues yourself. :( See all problems in a three-dimensional perspective or put yourself in the shoes of others. You would analyze and come up with better solutions.
Good luck! Don't express yourself so much to be seen; no one would respect you.
Good luck!
VJ
From India, New Delhi
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Firm up, man (Human beings for generating results through relations). We are not security guards or the police, man. And probably you have been having bad experiences dealing with HR or HR issues yourself. :( See all problems in a three-dimensional perspective or put yourself in the shoes of others. You would analyze and come up with better solutions.
Good luck! Don't express yourself so much to be seen; no one would respect you.
Good luck!
VJ
From India, New Delhi
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Hi Sohini,
Be nice to people who deserve it. You should be nice to people only when they are nice to you. I would treat a person the way he/she treats me, and it is imperative that when I initiate the conversation, I start it on a pleasant note.
She is a trainee, and trainees should be taught what is right and the consequences of wrong actions. Just tell her straight that she would be given one last chance. Any behavioral issue would lead to termination from service. Follow it up with a termination letter if she doesn't change her ways.
Warm regards,
Swaminath Adabala
From India, Hyderabad
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Be nice to people who deserve it. You should be nice to people only when they are nice to you. I would treat a person the way he/she treats me, and it is imperative that when I initiate the conversation, I start it on a pleasant note.
She is a trainee, and trainees should be taught what is right and the consequences of wrong actions. Just tell her straight that she would be given one last chance. Any behavioral issue would lead to termination from service. Follow it up with a termination letter if she doesn't change her ways.
Warm regards,
Swaminath Adabala
From India, Hyderabad
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Hi,
First, have a word with her reporting senior (if any). By your scenario explained, it says she doesn't have any; if she had, they would come to you. So, talk to other senior management, and then send a warning letter to this lady (trainee). Keep you and her seniors in cc, and explain what's wrong with her (her attitude, work hampering, etc.) and provide a final date to improve by this time or else she would be terminated.
If she improves, well and good; otherwise, terminate her as she may also negatively influence others (bad virus spreads quickly).
Take care.
From India, Mumbai
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First, have a word with her reporting senior (if any). By your scenario explained, it says she doesn't have any; if she had, they would come to you. So, talk to other senior management, and then send a warning letter to this lady (trainee). Keep you and her seniors in cc, and explain what's wrong with her (her attitude, work hampering, etc.) and provide a final date to improve by this time or else she would be terminated.
If she improves, well and good; otherwise, terminate her as she may also negatively influence others (bad virus spreads quickly).
Take care.
From India, Mumbai
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