Hi,
For every human being, we need to give chances to rectify or correct oneself in life, which you have given to her. You have warned her so many times, yet she is still giving reasons. Tell her she can't give her own reasons for her absence. Give a written notice to her; she has to value her work. If she is not regular, then inform your higher authorities and remain cool so that you can concentrate on your work, at least.
Anyway, all the best.
Regards, Nirupama
From India, Madras
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1For every human being, we need to give chances to rectify or correct oneself in life, which you have given to her. You have warned her so many times, yet she is still giving reasons. Tell her she can't give her own reasons for her absence. Give a written notice to her; she has to value her work. If she is not regular, then inform your higher authorities and remain cool so that you can concentrate on your work, at least.
Anyway, all the best.
Regards, Nirupama
From India, Madras
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It's a common issue for male bosses, and I believe one should try to understand her situation if it's genuine. If not, a possible solution for such problems can be found in the classic book "One Minute Manager" (The Best Will Be Rewarded And The Least Will Be Reprimanded-quote). You can seek solutions from this book. A one-minute reprimand could prompt an attitude change. Avoid emphasizing that she is the sole person capable of executing the job; retain her only if she can be an asset to the company. The company's primary objective is profitability. This approach applies not only to female but also male employees. Please do not misinterpret my views, female friends; I respect any candidate who is an asset to the company regardless of gender. I recommend all my HR friends to read the book "One Minute Manager." It offers valuable insights.
From India, Pune
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From India, Pune
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Dear Hari,
This is a fine opportunity that you can utilize for your research. I am still learning, so I would be the wrong person to suggest to you. But I would like to tell you something: one of my friends is in a manufacturing company, and his GM suggested him to specialize in Total Reward Management. So, I am suggesting to you, 360-degree feedback is one of the best methods to execute appraisals. This is a common method that you might be familiar with, but when you execute this, you will taste the real essence. Please share with me as well. Bye.
From India, Pune
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This is a fine opportunity that you can utilize for your research. I am still learning, so I would be the wrong person to suggest to you. But I would like to tell you something: one of my friends is in a manufacturing company, and his GM suggested him to specialize in Total Reward Management. So, I am suggesting to you, 360-degree feedback is one of the best methods to execute appraisals. This is a common method that you might be familiar with, but when you execute this, you will taste the real essence. Please share with me as well. Bye.
From India, Pune
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Mr. Ravi,
I really appreciate your human approach! You are really good at heart! We are all human beings first rather than saying as professionals! Sir, I am not an HR Professional or HR Executive to advocate to retain or detain an employee. I am working as an Accountant in a private organization and I just expressed my personal notion on the subject, so that Ms. Sohini may be able to make the correct judgment.
Sir, I myself know the pain of termination or the threat of termination. But my question is, what is the point in keeping an employee, especially a trainee employee, who had no discipline towards the job (leaving the job during working hours without proper intimation), no discipline towards time, no discipline towards systems, and no discipline in behavior towards the senior manager of her organization.
Self-respect is essential for everybody, whether for an employee or an employer! Expecting an employee, particularly a professional employee (the trainee lady may be a high-level professional and she may be extraordinary), to work at the cost of self-respect is bad on the part of the organization. The organization was not intended for that.
Likewise, there is no necessity on the part of the organization to tolerate undisciplined attitude of an employee, no matter the extraordinary talent the employee possesses and whatever trade secrets the employee knows. What is the point in employing a person who doesn't have any respect for the organization where he/she is working?
An organization consists of so many organs! All are important! I never deny that! But if one organ is damaging the other or paves the way to damage the other organs, what is the point in keeping? Simple logic! Replace it! For example, the eye is an important organ in my human body! But if it is useless and is going to damage my heart and life, then what is the point in keeping the eye, no matter how beautiful it may be! I have to remove the damaged one and replace it with another! That is it!
An organization has its own policies and procedures that have to be adhered to. My only suggestion to Ms. Sohini is to apply the company policy. That is it, Mr. Ravi.
Thanks & Regards,
H. Sankararaman
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I really appreciate your human approach! You are really good at heart! We are all human beings first rather than saying as professionals! Sir, I am not an HR Professional or HR Executive to advocate to retain or detain an employee. I am working as an Accountant in a private organization and I just expressed my personal notion on the subject, so that Ms. Sohini may be able to make the correct judgment.
Sir, I myself know the pain of termination or the threat of termination. But my question is, what is the point in keeping an employee, especially a trainee employee, who had no discipline towards the job (leaving the job during working hours without proper intimation), no discipline towards time, no discipline towards systems, and no discipline in behavior towards the senior manager of her organization.
Self-respect is essential for everybody, whether for an employee or an employer! Expecting an employee, particularly a professional employee (the trainee lady may be a high-level professional and she may be extraordinary), to work at the cost of self-respect is bad on the part of the organization. The organization was not intended for that.
Likewise, there is no necessity on the part of the organization to tolerate undisciplined attitude of an employee, no matter the extraordinary talent the employee possesses and whatever trade secrets the employee knows. What is the point in employing a person who doesn't have any respect for the organization where he/she is working?
An organization consists of so many organs! All are important! I never deny that! But if one organ is damaging the other or paves the way to damage the other organs, what is the point in keeping? Simple logic! Replace it! For example, the eye is an important organ in my human body! But if it is useless and is going to damage my heart and life, then what is the point in keeping the eye, no matter how beautiful it may be! I have to remove the damaged one and replace it with another! That is it!
An organization has its own policies and procedures that have to be adhered to. My only suggestion to Ms. Sohini is to apply the company policy. That is it, Mr. Ravi.
Thanks & Regards,
H. Sankararaman
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Hello,
I feel that this problematic individual cannot be reformed by HR solutions. She may have been brought up in an atmosphere filled with prejudices and indifference, or she may have gender-based biases. Nowadays, such young people are causing discord in a disciplined office environment. You should have the patience to tolerate such behavior and wait for the time when they may fall in line with the orderly group. This transformation can occur when something significant happens in their life. If you can't, it's better to part ways with her. The inculcation of values either in schools or within families seems to have diminished, leaving HR professionals with the responsibility to address these issues.
Best of luck.
Karath AK
Sr. Manager (HR)
From India, Gurgaon
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I feel that this problematic individual cannot be reformed by HR solutions. She may have been brought up in an atmosphere filled with prejudices and indifference, or she may have gender-based biases. Nowadays, such young people are causing discord in a disciplined office environment. You should have the patience to tolerate such behavior and wait for the time when they may fall in line with the orderly group. This transformation can occur when something significant happens in their life. If you can't, it's better to part ways with her. The inculcation of values either in schools or within families seems to have diminished, leaving HR professionals with the responsibility to address these issues.
Best of luck.
Karath AK
Sr. Manager (HR)
From India, Gurgaon
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She might be upset due to her family problems. Please arrange an alternative for her who can manage to do that project (it's better to take any internal person) and tell that girl to take a break of 2 to 3 weeks. She should come back without any tension and with great energy to give her best to the organization. "Don't let us feel that we have made any mistake by recruiting and selecting you." "If you want to have a healthy relationship with our organization, then you should follow the organization's norms."
Am I right???
Regards,
Lavinder
HR Manager
From India, Delhi
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Am I right???
Regards,
Lavinder
HR Manager
From India, Delhi
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Hi----as have gone thru the contents, enough opportunities have been made already. But she is not changing her behavior. This may set a very bad precedent in the organization. If I am not wrong, she thinks that she is indispensible for the organization and the organization is also in the similar way of thinking. As a responsible team leader of the project, sure she must aware all discipline procedures. Here you need to see, why she is intentionally delaying the project by absenting herself to office, Is she has any connection with your competitor company who also handle such and same kind of projects or Is her boy friend or husband or somebody (when you started snooping something, you need to go out of the box thinking, may or may not be useful but…..) in the same project in other companies……it has happened and we experienced it………….why not you explore those possibilities to understand her behavior……if anything so…..throw her out of the organization and set a lesson to others. Your views please….
From India, Mumbai
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From India, Mumbai
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Hi,
If you ask me, I think that the girl must be feeling pressured. She seems to believe that 'if she is not there, the project will suffer'. Perhaps she is searching for something. It appears that she is struggling to cope with the pressure.
The best course of action would be to:
1. Try to alleviate the pressure she is under.
2. Be friendly and show genuine concern for her well-being.
3. Engage her in a conversation to understand her issues.
4. If no improvement is seen, start considering a replacement and provide training to the new person.
5. It was a mistake to convey to the girl that the project is failing due to her absence, as she may take advantage of this situation.
I hope this advice proves helpful. I have faced similar situations at my workplace and implementing the above strategies has worked for me.
For further assistance, please email me at praveen7602@gmail.com.
From India, Madras
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If you ask me, I think that the girl must be feeling pressured. She seems to believe that 'if she is not there, the project will suffer'. Perhaps she is searching for something. It appears that she is struggling to cope with the pressure.
The best course of action would be to:
1. Try to alleviate the pressure she is under.
2. Be friendly and show genuine concern for her well-being.
3. Engage her in a conversation to understand her issues.
4. If no improvement is seen, start considering a replacement and provide training to the new person.
5. It was a mistake to convey to the girl that the project is failing due to her absence, as she may take advantage of this situation.
I hope this advice proves helpful. I have faced similar situations at my workplace and implementing the above strategies has worked for me.
For further assistance, please email me at praveen7602@gmail.com.
From India, Madras
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Hello friends,
Thank you for your suggestions. I have good news for everyone – the girl is changing her attitude. She is making an effort to arrive on time. I understand that it's not possible to be perfect in a day, but I am willing to give her some time. I believe she will revert to her previous self; she has realized that it's important to me.
Now, the question is, how long will I need to monitor her to ensure this change persists?
Thanks a lot, friends.
From India, New Delhi
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Thank you for your suggestions. I have good news for everyone – the girl is changing her attitude. She is making an effort to arrive on time. I understand that it's not possible to be perfect in a day, but I am willing to give her some time. I believe she will revert to her previous self; she has realized that it's important to me.
Now, the question is, how long will I need to monitor her to ensure this change persists?
Thanks a lot, friends.
From India, New Delhi
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I agree with the comments provided by Runa. In spite of your friendliness in trying to resolve this matter, if it persists, you must escalate it to the reporting manager in writing. The company policy should support this action by outlining a specific clause that empowers you to email both the employee and the reporting manager, and subsequently give a one-month notice or terminate the individual immediately for misconduct or indiscipline, even after repeated counseling and warnings. Being overly friendly and patient with such individuals may lead to more people behaving similarly. Take care.
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