Please prepare a report on the absence. The report should include the number of days of absence, the reason for the absence, the information procedure - how it was communicated, the impact of the absence on work, and your recommendation (please consider this point before adding; if you are convinced that your MD will take action, then you can proceed).
From India, Coimbatore
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772From India, Coimbatore
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Dear Richa,
Instead of discussing more on this in your office, please ask for one more assistant for you from your MD and take his help. Please sideline your lady staff; initially, she may feel comfortable due to reduced work, but in due course, she will surely feel that she is not given much importance, and obviously, she will leave the job.
From India, Kumbakonam
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Instead of discussing more on this in your office, please ask for one more assistant for you from your MD and take his help. Please sideline your lady staff; initially, she may feel comfortable due to reduced work, but in due course, she will surely feel that she is not given much importance, and obviously, she will leave the job.
From India, Kumbakonam
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Dear Richa,
This is a common issue that HR professionals face in their profession. However, since the issue is with your report, it's relatively easier to handle. Why can't you speak to the person with all the leave details she has availed? Sometimes, the person may have very genuine constraints to do so. Understand the real reason for this indifferent behavior (availing too much leave) and handle it with empathy. Suddenly concluding that the MD has some other relationship with the person seems to be highly immature. This may be true or sometimes may not be true.
Tell the report about your expectations from that role and ask her to improve. Even if there are genuine reasons for her taking so much leave, make her understand that she is playing an important role and such breaks are affecting the performance of the function. Tell her either to reduce the number of leaves being taken and contribute on a continuous basis or you will have no option but to give the role to a more consistent employee.
From your mail, it is clear that your MD has categorically clarified that she has to report to you. So, I see a problem here in your inability to take control of the situation. If things are running fine even after your report's being on leave for so many days, the question arises, "Is that role required?" If the absence is impacting the performance of the function, you may appraise your MD about the reality. I think he will agree with you that a function cannot be run smoothly with such employees who remain on leave every alternate day. Logically, he should be in a better position to understand the problem. Your first priority should be to understand the views of your report as well as the MD on this issue.
If you present this case properly, I am 100% sure that your MD will agree to a replacement. The major part of this exercise should be done verbally rather than writing mails/letters. Once a verbal consensus/decision is arrived at, that may be the time to engage in written communications. If I were in your place, I would have handled the situation as above.
MK Saseedharan
From India, Delhi
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This is a common issue that HR professionals face in their profession. However, since the issue is with your report, it's relatively easier to handle. Why can't you speak to the person with all the leave details she has availed? Sometimes, the person may have very genuine constraints to do so. Understand the real reason for this indifferent behavior (availing too much leave) and handle it with empathy. Suddenly concluding that the MD has some other relationship with the person seems to be highly immature. This may be true or sometimes may not be true.
Tell the report about your expectations from that role and ask her to improve. Even if there are genuine reasons for her taking so much leave, make her understand that she is playing an important role and such breaks are affecting the performance of the function. Tell her either to reduce the number of leaves being taken and contribute on a continuous basis or you will have no option but to give the role to a more consistent employee.
From your mail, it is clear that your MD has categorically clarified that she has to report to you. So, I see a problem here in your inability to take control of the situation. If things are running fine even after your report's being on leave for so many days, the question arises, "Is that role required?" If the absence is impacting the performance of the function, you may appraise your MD about the reality. I think he will agree with you that a function cannot be run smoothly with such employees who remain on leave every alternate day. Logically, he should be in a better position to understand the problem. Your first priority should be to understand the views of your report as well as the MD on this issue.
If you present this case properly, I am 100% sure that your MD will agree to a replacement. The major part of this exercise should be done verbally rather than writing mails/letters. Once a verbal consensus/decision is arrived at, that may be the time to engage in written communications. If I were in your place, I would have handled the situation as above.
MK Saseedharan
From India, Delhi
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In this case, I think the HR department doesn't have the authority to take any action against an undisciplined employee as all the authority lies with the Managing Director (M.D.). If the M.D. permits you to take action against her, please obtain written approval from the M.D. for suspension, termination, or any other necessary action. Before issuing a termination letter, provide her with a letter of explanation, stating that an unsatisfactory explanation may result in disciplinary action.
Ensure there is a single line break between paragraphs.
From India, Calcutta
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Ensure there is a single line break between paragraphs.
From India, Calcutta
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I agree with Mr. MK Saseedharan. The HR profession requires diplomatic thinking and includes problem-solving through counseling.
"Suddenly concluding that the MD has some other relationship with the person seems to be highly immature. This may be true or sometimes may not be true."
I completely agree with this statement....
From India, Salem
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"Suddenly concluding that the MD has some other relationship with the person seems to be highly immature. This may be true or sometimes may not be true."
I completely agree with this statement....
From India, Salem
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Hello sir,
Our HR family has given many suggestions, whereas it could be used based on your organizational environment. In this regard, I used to follow a way once the individual is absent for more than 3 days due to sickness. Getting a medical certificate as well as a fitness certificate every time. Likewise, record everything on paper along with the SMS given and the rate of absenteeism by her.
One day (or) another, for every month Score Card Meeting, all MDs will ask about the shortage of manpower. Meanwhile, you can mention absenteeism for your whole unit. Automatically, he will give a green flag for the uprooting of such cases and she will be among them. If not, then ask her herself to prepare a show cause notice for the absenteeism list. Let her handle the absenteeism. This way, she might feel guilty and she might correct or quit.
Continuous practice becomes a habit. First, stop her practice.
Regards,
Dinesh K.T.
From India, Coimbatore
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Our HR family has given many suggestions, whereas it could be used based on your organizational environment. In this regard, I used to follow a way once the individual is absent for more than 3 days due to sickness. Getting a medical certificate as well as a fitness certificate every time. Likewise, record everything on paper along with the SMS given and the rate of absenteeism by her.
One day (or) another, for every month Score Card Meeting, all MDs will ask about the shortage of manpower. Meanwhile, you can mention absenteeism for your whole unit. Automatically, he will give a green flag for the uprooting of such cases and she will be among them. If not, then ask her herself to prepare a show cause notice for the absenteeism list. Let her handle the absenteeism. This way, she might feel guilty and she might correct or quit.
Continuous practice becomes a habit. First, stop her practice.
Regards,
Dinesh K.T.
From India, Coimbatore
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