Dear all,
Wishing you all a very happy and safe Diwali.
In our organization, we have a new sales head (less than 5 months) and his wife is detected with terminal illness. As soon as he joined he had to go on leave as his wife was in quite serious condition. The leave got extended for 2 months.He rejoined and again due to same reason he had to go for leave (another 2 weeks). Now he is gone for leave last week and we have no clue when is he going to be back. He is a good asset and at the same time, we are losing good business opportunity due to his absence. At the same time when we look at the human angle, his wife is in very bad shape.
Can we ask him to resign? Is it fair?
Best Regards
Sree
From United Arab Emirates, Dubai
Wishing you all a very happy and safe Diwali.
In our organization, we have a new sales head (less than 5 months) and his wife is detected with terminal illness. As soon as he joined he had to go on leave as his wife was in quite serious condition. The leave got extended for 2 months.He rejoined and again due to same reason he had to go for leave (another 2 weeks). Now he is gone for leave last week and we have no clue when is he going to be back. He is a good asset and at the same time, we are losing good business opportunity due to his absence. At the same time when we look at the human angle, his wife is in very bad shape.
Can we ask him to resign? Is it fair?
Best Regards
Sree
From United Arab Emirates, Dubai
Salut Menon,
Je pense à ce moment-là son congé solde est nul, faites de la LOP de son absence, il sera automatiquement rendre démission. Il est pas juste, mais aussi vous pensez que la société de angle.
-- Shash
From India, Delhi
4Je pense à ce moment-là son congé solde est nul, faites de la LOP de son absence, il sera automatiquement rendre démission. Il est pas juste, mais aussi vous pensez que la société de angle.
-- Shash
From India, Delhi
Dear Sree,
Very sensitive sentiments, and organisations will be in caring hands if all had the same sensitive perspective.
What is the employees own feedback though? He would also have an opinion and a plan of action?
also you didn't mention whether he completed a probation period or is still on probation/confirmed.
let me know.
regards
Joseph
From India, Kochi
Very sensitive sentiments, and organisations will be in caring hands if all had the same sensitive perspective.
What is the employees own feedback though? He would also have an opinion and a plan of action?
also you didn't mention whether he completed a probation period or is still on probation/confirmed.
let me know.
regards
Joseph
From India, Kochi
Gentleman,
Are you empowered to take decision on this subject on behalf of the company management for say CEO, Managing Directors and Chairman etc?
I don't think so.
if so,
Do one thing, prepare succcession plan and try to replace someone who is best talent in the market. Market doesnot wait for anyone and your company objectives are your agenda and not wife of Head for Marketing.
If he also fell sick what will you do close down your business for him?
think twice.
Reagrds
Rashid
From Saudi Arabia
Are you empowered to take decision on this subject on behalf of the company management for say CEO, Managing Directors and Chairman etc?
I don't think so.
if so,
Do one thing, prepare succcession plan and try to replace someone who is best talent in the market. Market doesnot wait for anyone and your company objectives are your agenda and not wife of Head for Marketing.
If he also fell sick what will you do close down your business for him?
think twice.
Reagrds
Rashid
From Saudi Arabia
Dear Sree,
Think practical!... Try to get him line/go visit his place once, check for his availability in office again. If u feel he is a good asset, thn take his portfolio n execute, such tat his absence sudn't be felt. U cannot feel emotional in business.."Men may come men may go but thee is forever".......Keep rockin.....
From India, Mangaluru
Think practical!... Try to get him line/go visit his place once, check for his availability in office again. If u feel he is a good asset, thn take his portfolio n execute, such tat his absence sudn't be felt. U cannot feel emotional in business.."Men may come men may go but thee is forever".......Keep rockin.....
From India, Mangaluru
Good Concern,
U can do the following things
1) Go to his house in person & talk to him
2) Understand his current situation
3) Meet his wife and understand the condition
4) Take the medical details and discuss with the concerned doctor regarding her health, so you get full details
5) Pen out his roles and responsibilities as on date
6) Take from him the tasks he and his team handling
7) Check with him the delegation of his responsibilities to his team members
8) Understand his mental strength and know that whether he can work from home.
9) if he is required to meet customer in person, make him meet the customer based on the priority of the customer and importance of the Order Value.
10) Keep Him cool, make him understand that he is Important and at the same time, make him realise the Importance of Business.
No Emotion required here, only practical application required,,,
From India, Coimbatore
U can do the following things
1) Go to his house in person & talk to him
2) Understand his current situation
3) Meet his wife and understand the condition
4) Take the medical details and discuss with the concerned doctor regarding her health, so you get full details
5) Pen out his roles and responsibilities as on date
6) Take from him the tasks he and his team handling
7) Check with him the delegation of his responsibilities to his team members
8) Understand his mental strength and know that whether he can work from home.
9) if he is required to meet customer in person, make him meet the customer based on the priority of the customer and importance of the Order Value.
10) Keep Him cool, make him understand that he is Important and at the same time, make him realise the Importance of Business.
No Emotion required here, only practical application required,,,
From India, Coimbatore
Hello,
We did experience a similar (not the same) situation in our organization. With the technological advancement it was possible for us to relieve the husband and still make him work from home. Now he is able to devote time for his spouse, and still earns for the household.
As someone mentioned here, it is the humane approach that really helps in many cases. After all, you call yourself Human resources manager and you certainly need to be caring for the staff and heir welfare.
Organization is supreme, but, organizations are built big by employees, and their welfare needs to be the prime objective.
From India, Madras
We did experience a similar (not the same) situation in our organization. With the technological advancement it was possible for us to relieve the husband and still make him work from home. Now he is able to devote time for his spouse, and still earns for the household.
As someone mentioned here, it is the humane approach that really helps in many cases. After all, you call yourself Human resources manager and you certainly need to be caring for the staff and heir welfare.
Organization is supreme, but, organizations are built big by employees, and their welfare needs to be the prime objective.
From India, Madras
what i feel is just talk to him ask him whether if he is ready to work then org wil look after his wife.even as k him if he is read to work being in home and looking after his wife.
From India
From India
Dear Peers,
Thanks for your valuable suggestion. Few things I forgot to mention in 1st mail is that our organization is situated in UAE and the marketing head is from India and his family is also back in India. So it’s not physically feasible for us to go and visit him. Another thing is that he has not completed his probation.
I believed the best approach would be to keep emotions out and make him understand the business situation. At the same time I will make a succession plan also.
Thanks once again
Sree
From United Arab Emirates, Dubai
Thanks for your valuable suggestion. Few things I forgot to mention in 1st mail is that our organization is situated in UAE and the marketing head is from India and his family is also back in India. So it’s not physically feasible for us to go and visit him. Another thing is that he has not completed his probation.
I believed the best approach would be to keep emotions out and make him understand the business situation. At the same time I will make a succession plan also.
Thanks once again
Sree
From United Arab Emirates, Dubai
Hi Sree,
Wish a happy Diwali all our HR Folks..Best example of a Catch 22 situation, wherein you're damned if you do, and damned if you don't!!!
The employee may be a star performer or a probable star performer and any organization would do whatever best it can to retain him/ her. But having said that, we also have to consider other constraints as well. Since he is a top sales guy, I am sure he would have come at a high price. If we look from a practical perspective, he is expected to deliver right from the word 'go' given the strategic responsibilities he is given.
What I suggest (it's just an personal opinion), you can ask your HR Head (preferably director above level) to have a word with him. Incase it doesn't work out, probably you can part ways in positive manner. However you can also keep an option of 'coming back' once his problem gets sorted out.
Thx
Prashant
From India, Bangalore
Wish a happy Diwali all our HR Folks..Best example of a Catch 22 situation, wherein you're damned if you do, and damned if you don't!!!
The employee may be a star performer or a probable star performer and any organization would do whatever best it can to retain him/ her. But having said that, we also have to consider other constraints as well. Since he is a top sales guy, I am sure he would have come at a high price. If we look from a practical perspective, he is expected to deliver right from the word 'go' given the strategic responsibilities he is given.
What I suggest (it's just an personal opinion), you can ask your HR Head (preferably director above level) to have a word with him. Incase it doesn't work out, probably you can part ways in positive manner. However you can also keep an option of 'coming back' once his problem gets sorted out.
Thx
Prashant
From India, Bangalore
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