Can you fire an employee, because he or she is not being able to gel with other colleagues....
This is real case study - Female employee 16 years in org , excellent in work , she completed her MBA just 2 years back as her financial condiion was not proper, but a good employee , she was given multiple job profiles and performed well in every work . Earlier in the past she was side line from a job as a favourite had to be promoted. Now she was back in the old dept and was given given a data entry work to down grade her , she approached dept , HR many times to change her profile for better job profile as she is qualified now and take up a leadership role. Her salary is also low as compared to others in that dept.
But instead HR & Dept have told her to leave the org without caring about a good work . She had requested for transfer , but they denied it again due to politics , favouritism ruling in that org. Her nature is straight forwad , honest , having complete leadership style of working . Other colleagues in the same dept are worst in working , no qualification , but favourites
Please note - her colleagues are just 3-4 years in that org , she is 16 years in that org , they are keeping her under newcomers without experience and making her do data entry type work, she has a very strong personality , had complete capability of heading a team and leadership role. But she has been asked to leave because of insecured collegeaues and bosses who do politics in the org. I need to help her , PL ADVICE, HR HAS BACKED OUT AND NOT HELPING HER. THIS IS REAL CASE , PLEASE ADVICE, FIRING IS NOT SOLUTION, but what can be done?
From India, Mumbai
1This is real case study - Female employee 16 years in org , excellent in work , she completed her MBA just 2 years back as her financial condiion was not proper, but a good employee , she was given multiple job profiles and performed well in every work . Earlier in the past she was side line from a job as a favourite had to be promoted. Now she was back in the old dept and was given given a data entry work to down grade her , she approached dept , HR many times to change her profile for better job profile as she is qualified now and take up a leadership role. Her salary is also low as compared to others in that dept.
But instead HR & Dept have told her to leave the org without caring about a good work . She had requested for transfer , but they denied it again due to politics , favouritism ruling in that org. Her nature is straight forwad , honest , having complete leadership style of working . Other colleagues in the same dept are worst in working , no qualification , but favourites
Please note - her colleagues are just 3-4 years in that org , she is 16 years in that org , they are keeping her under newcomers without experience and making her do data entry type work, she has a very strong personality , had complete capability of heading a team and leadership role. But she has been asked to leave because of insecured collegeaues and bosses who do politics in the org. I need to help her , PL ADVICE, HR HAS BACKED OUT AND NOT HELPING HER. THIS IS REAL CASE , PLEASE ADVICE, FIRING IS NOT SOLUTION, but what can be done?
From India, Mumbai
Hello bosefamily,
You may not like this response, but here it is--for good or worse, depending on how one takes it.
Leaving aside the semantics & emotional aspects of the situation for a while, pl note that 'Firing is always an option/solution--FROM THE EMPLOYER'S PERSPECTIVE'--just because it inconveniences the individual doesn't mean it's wrong. But pl don't think that I am supporting 'firing' per se. It all depends on the situation--of the individual, the company & sometimes of the industry itself [classic case for this would be the IT industry, where the global scenario--over which the company doesn't have any control--dictates the HR actions on many occasions].
Coming to your comments like 'politics', etc, all of them seem to be based ONLY from the individual's perspective/angle. It takes two to tango--like they say in USA. There COULD--REPEAT COULD--be aspects that the individual contributed to the overall situation--as it stands now.
I am not really sure of this: but my hunch is that this individual--in addition from being efficient, like you say--seems to also have some attitude issues [abrasiveness could be one of them]. I can't see any logical/valid reason why would she be assigned a data-entry job despite having 16 yrs exp--unless there are very strong reasons & I don't really subscribe to the one & only reason you mentioned--politics. For such a drastic action, there are usually multiple reasons.
Coming to your remarks that she should be considered for a 'leadership role' since she has a MBA now, pl understand that having MBA DOESN'T--REPEAT DOESN'T--give anyone the qualities to lead--MBA only gives the qualification/eligibility to switch into such roles. Putting that person into a leadership role also depends on how the HR or others view the employee's traits to lead--NOT what the individual thinks of himself/herself.
There's also another aspect about how some companies view individuals acquiring additional qualifications [in this case MBA] while starting to work with lower qualifications [especially diploma, ITI or any such non-degree qualifications]. Some roles are exclusively meant for regular study Degrees. The issue is not 'right or wrong' or 'good or bad'--the reasons vary from company-to-company. We have seen such situations quite a few times.
And when the HR also has told her to leave, why does she want to just stick to this job? Maybe, in her own interest, she should look for another job & quit ASAP. Except that she should strive to move-over smoothly--she might need this reference later in her career & the HR might very well invalidate her Reference Checks, if she exits in a roughshod manner [based on how she perceives her experiences here--it's easy to fall into such a psychological trap, which I suggest she should avoid at any cost].
As far as I can see, continuing here IS NOT an option for her--if she has to have some peace-of-mind & good progression in her career.
All the Best.
Rgds,
TS
From India, Hyderabad
You may not like this response, but here it is--for good or worse, depending on how one takes it.
Leaving aside the semantics & emotional aspects of the situation for a while, pl note that 'Firing is always an option/solution--FROM THE EMPLOYER'S PERSPECTIVE'--just because it inconveniences the individual doesn't mean it's wrong. But pl don't think that I am supporting 'firing' per se. It all depends on the situation--of the individual, the company & sometimes of the industry itself [classic case for this would be the IT industry, where the global scenario--over which the company doesn't have any control--dictates the HR actions on many occasions].
Coming to your comments like 'politics', etc, all of them seem to be based ONLY from the individual's perspective/angle. It takes two to tango--like they say in USA. There COULD--REPEAT COULD--be aspects that the individual contributed to the overall situation--as it stands now.
I am not really sure of this: but my hunch is that this individual--in addition from being efficient, like you say--seems to also have some attitude issues [abrasiveness could be one of them]. I can't see any logical/valid reason why would she be assigned a data-entry job despite having 16 yrs exp--unless there are very strong reasons & I don't really subscribe to the one & only reason you mentioned--politics. For such a drastic action, there are usually multiple reasons.
Coming to your remarks that she should be considered for a 'leadership role' since she has a MBA now, pl understand that having MBA DOESN'T--REPEAT DOESN'T--give anyone the qualities to lead--MBA only gives the qualification/eligibility to switch into such roles. Putting that person into a leadership role also depends on how the HR or others view the employee's traits to lead--NOT what the individual thinks of himself/herself.
There's also another aspect about how some companies view individuals acquiring additional qualifications [in this case MBA] while starting to work with lower qualifications [especially diploma, ITI or any such non-degree qualifications]. Some roles are exclusively meant for regular study Degrees. The issue is not 'right or wrong' or 'good or bad'--the reasons vary from company-to-company. We have seen such situations quite a few times.
And when the HR also has told her to leave, why does she want to just stick to this job? Maybe, in her own interest, she should look for another job & quit ASAP. Except that she should strive to move-over smoothly--she might need this reference later in her career & the HR might very well invalidate her Reference Checks, if she exits in a roughshod manner [based on how she perceives her experiences here--it's easy to fall into such a psychological trap, which I suggest she should avoid at any cost].
As far as I can see, continuing here IS NOT an option for her--if she has to have some peace-of-mind & good progression in her career.
All the Best.
Rgds,
TS
From India, Hyderabad
This means HR is not capable of retaining good talents as this org is full of politics , this is not individual prespective.
Escpecially when HR is aware of political situation. The employee is not having attitude problem as mentioned , employee only requests as she is qualified now and can she get a better profile ?
I have always heard HR finds a solution and retains talent , but why should a employee be terminated because others donot like her? She can be transfered and as there are many employees in that org who incapable but with high salaries and are in the job.
Isnt this injustice done to her ? Anyways your statement sounds like a HR head of that org. Thank you
From India, Mumbai
Escpecially when HR is aware of political situation. The employee is not having attitude problem as mentioned , employee only requests as she is qualified now and can she get a better profile ?
I have always heard HR finds a solution and retains talent , but why should a employee be terminated because others donot like her? She can be transfered and as there are many employees in that org who incapable but with high salaries and are in the job.
Isnt this injustice done to her ? Anyways your statement sounds like a HR head of that org. Thank you
From India, Mumbai
The only advice i have given to my friend is
"WHEN PEOPLE HURT YOU OVER AND OVER
THINK OF THEM AS SANDPAPER, THEY SCRATCH AND HURT YOU.
BUT IN THE END YOU ARE POLISHED, AND THEY ARE USELESS."
If the org has not understood the employees capabilities it is loss for them not to the talented employee , talented people always rise in life some sooner some later.
Thank you Citehr. This case is closed
"
From India, Mumbai
"WHEN PEOPLE HURT YOU OVER AND OVER
THINK OF THEM AS SANDPAPER, THEY SCRATCH AND HURT YOU.
BUT IN THE END YOU ARE POLISHED, AND THEY ARE USELESS."
If the org has not understood the employees capabilities it is loss for them not to the talented employee , talented people always rise in life some sooner some later.
Thank you Citehr. This case is closed
"
From India, Mumbai
Hello bosefamily,
Since, as per your comment, "This case is closed", I wouldn't like to add anything further.
But I think I do need to put one record straight:your comment that "....your statement sounds like a HR head of that org". I am NOT.
And if Qualifications [like MBA, etc] are the benchmark for being a HR person/professional, I am NOT a HR person.
Further, if hands-on experience in the HR line, at whatever level, can make someone a HR professional, I am STILL NOT a HR person.
I based my comments only on the facts presented [LEAVING ASIDE the conclusions/judgemental comments in your Posting], since my experience of watching human nature & reaction/response mechanisms @ work has taught me that quite often one is prone to come to wrong conclusions when seeing from just one perspective/angle, which at the time-of-occurance could SEEM right, but later proves to be wrong [and in many instances too late to make amends].
All the Best.
Rgds,
TS
From India, Hyderabad
Since, as per your comment, "This case is closed", I wouldn't like to add anything further.
But I think I do need to put one record straight:your comment that "....your statement sounds like a HR head of that org". I am NOT.
And if Qualifications [like MBA, etc] are the benchmark for being a HR person/professional, I am NOT a HR person.
Further, if hands-on experience in the HR line, at whatever level, can make someone a HR professional, I am STILL NOT a HR person.
I based my comments only on the facts presented [LEAVING ASIDE the conclusions/judgemental comments in your Posting], since my experience of watching human nature & reaction/response mechanisms @ work has taught me that quite often one is prone to come to wrong conclusions when seeing from just one perspective/angle, which at the time-of-occurance could SEEM right, but later proves to be wrong [and in many instances too late to make amends].
All the Best.
Rgds,
TS
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf