Hi,
Im working as HR for an organization(a start up organization)which has two offices,of which i have been posted at 1 branch and the employees of other branch are also under me,i.e if they have any problem they have to report me bcoz im the only HR.
There is an employee in other branch ,who is good performer but has very rude behavior,she often talks very rudely and have created negative environment all around (In that branch,n their is no supervisor in that branch too).Being a good performer,our head also does not say anything to her (though he is aware of her rude behavior) and she takes everyone for granted and talks rudely with everyone including me(I've never met her and we always have telephonic conversation). I am confused as what has to be done as she is in good books of our head but on the other hand she is affecting the organization's environment.
Please suggest what can be done....Please help !!
From India, Delhi
Im working as HR for an organization(a start up organization)which has two offices,of which i have been posted at 1 branch and the employees of other branch are also under me,i.e if they have any problem they have to report me bcoz im the only HR.
There is an employee in other branch ,who is good performer but has very rude behavior,she often talks very rudely and have created negative environment all around (In that branch,n their is no supervisor in that branch too).Being a good performer,our head also does not say anything to her (though he is aware of her rude behavior) and she takes everyone for granted and talks rudely with everyone including me(I've never met her and we always have telephonic conversation). I am confused as what has to be done as she is in good books of our head but on the other hand she is affecting the organization's environment.
Please suggest what can be done....Please help !!
From India, Delhi
Hi Dear,
This is the part of organisation culture that someone come in front of you show attitudes, there is no need to scared or feel sorry on any one Attitudes.
see we are human and human can do mistake. However this is not matter most that one who show attitude who is in good books of your seniors, the utmost thing is that whether his/her attitude creating a havoc environment which is effect to achieving the goal.
Now, How to come from this kind of problems?
This is all part of clashes between ID, Ego And Super Ego.
before going to any solution first we need to know what is ID, Ego and Super Ego.
1. ID............
The id comprises the unorganised part of the personality structure that contains the basic drives. The id acts according to the "pleasure principle", seeking to avoid pain or unpleasure aroused by increases in instinctual tension.
In the id,
'contrary impulses exist side by side, without cancelling each other out....There is nothing in the id that could be compared with negation...nothing in the id which corresponds to the idea of time'.
2.. Ego....
A) It means "I"
B) It's what you're talking about or referring to when you say "I" (like, "I want this, I do that")
C) It's probably your answer to the question "who am I?"
D) "We're all sentenced to solitary confinement inside our own skins." - Tennessee Williams
E) It's your "identity", or who you think you are.
F) It is something close to what we mean when we say somebody has "a big ego": in other words, they see themselves as being something they're really not. It's an inaccurate self-image, a wrong idea of who you actually are.
And Super-Ego.............
the superego is the component of personality composed of our internalized ideals that we have acquired from our parents and from society. The superego works to suppress the urges of the id and tries to make the ego behave morally, rather than realistically.
Solution..
Counselling is the best way to get good results to improve the cordial environment rather biting your nails.
From India
5This is the part of organisation culture that someone come in front of you show attitudes, there is no need to scared or feel sorry on any one Attitudes.
see we are human and human can do mistake. However this is not matter most that one who show attitude who is in good books of your seniors, the utmost thing is that whether his/her attitude creating a havoc environment which is effect to achieving the goal.
Now, How to come from this kind of problems?
This is all part of clashes between ID, Ego And Super Ego.
before going to any solution first we need to know what is ID, Ego and Super Ego.
1. ID............
The id comprises the unorganised part of the personality structure that contains the basic drives. The id acts according to the "pleasure principle", seeking to avoid pain or unpleasure aroused by increases in instinctual tension.
In the id,
'contrary impulses exist side by side, without cancelling each other out....There is nothing in the id that could be compared with negation...nothing in the id which corresponds to the idea of time'.
2.. Ego....
A) It means "I"
B) It's what you're talking about or referring to when you say "I" (like, "I want this, I do that")
C) It's probably your answer to the question "who am I?"
D) "We're all sentenced to solitary confinement inside our own skins." - Tennessee Williams
E) It's your "identity", or who you think you are.
F) It is something close to what we mean when we say somebody has "a big ego": in other words, they see themselves as being something they're really not. It's an inaccurate self-image, a wrong idea of who you actually are.
And Super-Ego.............
the superego is the component of personality composed of our internalized ideals that we have acquired from our parents and from society. The superego works to suppress the urges of the id and tries to make the ego behave morally, rather than realistically.
Solution..
Counselling is the best way to get good results to improve the cordial environment rather biting your nails.
From India
Dear Chandana,
She need councelling, kindly aware her about the company policy and the behaviour expected from the employees.
If it continue make her understand that no employee is above the company and action to be taken against her as per your disciplinary rule.
Good councelling will definitely impact her behaviour, hope for the best.
Regard's
Shaikh
From India, Bhubaneswar
She need councelling, kindly aware her about the company policy and the behaviour expected from the employees.
If it continue make her understand that no employee is above the company and action to be taken against her as per your disciplinary rule.
Good councelling will definitely impact her behaviour, hope for the best.
Regard's
Shaikh
From India, Bhubaneswar
If discipline is not there, no use of performance. otherwise, it will rot the system. Sometimes, hard decisions have to be taken to bring them straight. pon
From India, Lucknow
From India, Lucknow
Hi Charu,
Have you received any complaints so far for this lady from any of her colleagues', subordinates or senior.
If yes then take an action by giving a verbal warning, which can actually be a polite conversation between the you two but with strict words.
If there is no complaint, i'm afraid that there is not something formally you can do as the subject is also a high performing employee and share a good rapport with her seniors. Informally you can counsel her, if you are in two different cities, plan a meeting sometime, these things cannot be handled over the phone or emails..there is always a risk that things can go out of your hand. During your counseling session, you can let her know that how this kind of behavior may land her in trouble and can actually interfere in her performance appraisal. Go prepared, keep your conversation short, to the point, and if required take some real life cases.
Rest I guess everyone else has given great suggestions.....
So go ahead and do share your course of action with all of us here...
From India, Delhi
Have you received any complaints so far for this lady from any of her colleagues', subordinates or senior.
If yes then take an action by giving a verbal warning, which can actually be a polite conversation between the you two but with strict words.
If there is no complaint, i'm afraid that there is not something formally you can do as the subject is also a high performing employee and share a good rapport with her seniors. Informally you can counsel her, if you are in two different cities, plan a meeting sometime, these things cannot be handled over the phone or emails..there is always a risk that things can go out of your hand. During your counseling session, you can let her know that how this kind of behavior may land her in trouble and can actually interfere in her performance appraisal. Go prepared, keep your conversation short, to the point, and if required take some real life cases.
Rest I guess everyone else has given great suggestions.....
So go ahead and do share your course of action with all of us here...
From India, Delhi
Dear Friends,
First of all thank you all for sharing your experience and advice and guiding me on this.
You are absolutely right that I Haven't received any complaint against her formally but I could sense and see that she is eroding the organization,she encourage other employees of that branch(and has formed a team) and do all the wrongs sometimes directly and sometimes through them.All the employees at that branch have joined the organization before I joined.And the problem is that we never have a valid proof that she is behind all the wrongs and is creating negative environment.
Will definitely go through this approach and would definately share the positive result.
Regards,
charu
From India, Delhi
First of all thank you all for sharing your experience and advice and guiding me on this.
You are absolutely right that I Haven't received any complaint against her formally but I could sense and see that she is eroding the organization,she encourage other employees of that branch(and has formed a team) and do all the wrongs sometimes directly and sometimes through them.All the employees at that branch have joined the organization before I joined.And the problem is that we never have a valid proof that she is behind all the wrongs and is creating negative environment.
Will definitely go through this approach and would definately share the positive result.
Regards,
charu
From India, Delhi
Charu,
Interesting discussion... I don't know what position you hold, but if the person is rude and to the knowledge of the management, and if the management is 'ok' with it, I would advise you to refrain from doing anything there.
Your political situation might make things difficult. If you try to counsel her, without adequate intent and adequate support, the situation could flip and you could lose your job! For if the performer complains, it could prove disastrous (for you).
Now coming to the question of being rude per se, I believe you need to handle it in a little more mature manner. You need to substantiate your views rather than talk through your hat... Talking about 'wrong' things and 'eroding' the organization are serious allegations. And you never have valid proof, as you put it. So, you might well be victimized by the back-fire...
You might want to ask your boss (I assume you both have the same one) on what would be his stand on the matter, if he was ok... I have seen several managers are 'ok' with certain employees doing certain things (in short selective application of policies)... They say its part of their perks or even say that they are earning for the company. Hence, understand what exactly their position is. If they are truly ok (and not waiting for a chance to pounce), you might want to stay on the backfoot. Someday, if they agree with your point of view, you might get a chance to prove your 'allegations'. But as HR, you need to be objective and concrete. Such 'allegations' could cost you dearly... Hence, beware!
From United States, Daphne
Interesting discussion... I don't know what position you hold, but if the person is rude and to the knowledge of the management, and if the management is 'ok' with it, I would advise you to refrain from doing anything there.
Your political situation might make things difficult. If you try to counsel her, without adequate intent and adequate support, the situation could flip and you could lose your job! For if the performer complains, it could prove disastrous (for you).
Now coming to the question of being rude per se, I believe you need to handle it in a little more mature manner. You need to substantiate your views rather than talk through your hat... Talking about 'wrong' things and 'eroding' the organization are serious allegations. And you never have valid proof, as you put it. So, you might well be victimized by the back-fire...
You might want to ask your boss (I assume you both have the same one) on what would be his stand on the matter, if he was ok... I have seen several managers are 'ok' with certain employees doing certain things (in short selective application of policies)... They say its part of their perks or even say that they are earning for the company. Hence, understand what exactly their position is. If they are truly ok (and not waiting for a chance to pounce), you might want to stay on the backfoot. Someday, if they agree with your point of view, you might get a chance to prove your 'allegations'. But as HR, you need to be objective and concrete. Such 'allegations' could cost you dearly... Hence, beware!
From United States, Daphne
Charu,
Interesting discussion... I don't know what position you hold, but if the person is rude and to the knowledge of the management, and if the management is 'ok' with it, I would advise you to refrain from doing anything there.
Your political situation might make things difficult. If you try to counsel her, without adequate intent and adequate support, the situation could flip and you could lose your job! For if the performer complains, it could prove disastrous (for you).
Now coming to the question of being rude per se, I believe you need to handle it in a little more mature manner. You need to substantiate your views rather than talk through your hat... Talking about 'wrong' things and 'eroding' the organization are serious allegations. And you never have valid proof, as you put it. So, you might well be victimized by the back-fire...
You might want to ask your boss (I assume you both have the same one) on what would be his stand on the matter, if he was ok... I have seen several managers are 'ok' with certain employees doing certain things (in short selective application of policies)... They say its part of their perks or even say that they are earning for the company. Hence, understand what exactly their position is. If they are truly ok (and not waiting for a chance to pounce), you might want to stay on the backfoot. Someday, if they agree with your point of view, you might get a chance to prove your 'allegations'. But as HR, you need to be objective and concrete. Such 'allegations' could cost you dearly... Hence, beware!
From United States, Daphne
Interesting discussion... I don't know what position you hold, but if the person is rude and to the knowledge of the management, and if the management is 'ok' with it, I would advise you to refrain from doing anything there.
Your political situation might make things difficult. If you try to counsel her, without adequate intent and adequate support, the situation could flip and you could lose your job! For if the performer complains, it could prove disastrous (for you).
Now coming to the question of being rude per se, I believe you need to handle it in a little more mature manner. You need to substantiate your views rather than talk through your hat... Talking about 'wrong' things and 'eroding' the organization are serious allegations. And you never have valid proof, as you put it. So, you might well be victimized by the back-fire...
You might want to ask your boss (I assume you both have the same one) on what would be his stand on the matter, if he was ok... I have seen several managers are 'ok' with certain employees doing certain things (in short selective application of policies)... They say its part of their perks or even say that they are earning for the company. Hence, understand what exactly their position is. If they are truly ok (and not waiting for a chance to pounce), you might want to stay on the backfoot. Someday, if they agree with your point of view, you might get a chance to prove your 'allegations'. But as HR, you need to be objective and concrete. Such 'allegations' could cost you dearly... Hence, beware!
From United States, Daphne
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