Hi All,
I have come across to a case, where one of our dissatisfied employee who has resigned and joined another organisation some time back. When there was a reference check call we found the false information there and have given the information as per the employee file.
He is currently not only defaming the orgnisation but putting so much of dirty and vulgar statement about the HR person who is acting on behalf of the organisation, not as an individual entity.
Now Let me clarify you the reasons of the same:-
1. He was having performance issues and we havegiven him around 6 months to improve where he was failed (all communication are with us and having his signatures on that).
2. He was having attitude issues with all the managers within our company and all managers refused to work with him.
3. He has provided all the false information to his new company where in the third party reference check we give the correct information which was there in his file.
4. His salary was not reduced because we want everyone's salary to get reduced (we have around 105 ppl then why only his salary is reduced), because he was not able to work with the org at the level where we were expecting him towork.
5. He has given is acceptance and consent on the email about his new salary structure, because he refused to sign the letter(where he is taking advantage). He has got his F&F settlement based on redused salary and has signed that document, get no dues signed by all having his new designation in this document then how he can claim that he was not aware of this.
6. He has requested to release his annual LTA in the month of March that's why his slary was showing on higher side, because its annual LTA disbursement, it is clearly mentioned in his Salary slip as well.
Now because of providing the false information to the new employer he has been (i belive) fired from that org. too that's why he is getting mad and putting false information of various blog sites and trying to harass me as well.
I would be seeking your advise on the matter mentioned above, what should we do, in these kind of cases.?
He is not a kind of person with whom we can discuss on one to one basis. He is little Psychic case.
Please help me in this situation. He is not only defaming, but also putting our logo, client information on these websites.
regards
Satish
From India, New Delhi
I have come across to a case, where one of our dissatisfied employee who has resigned and joined another organisation some time back. When there was a reference check call we found the false information there and have given the information as per the employee file.
He is currently not only defaming the orgnisation but putting so much of dirty and vulgar statement about the HR person who is acting on behalf of the organisation, not as an individual entity.
Now Let me clarify you the reasons of the same:-
1. He was having performance issues and we havegiven him around 6 months to improve where he was failed (all communication are with us and having his signatures on that).
2. He was having attitude issues with all the managers within our company and all managers refused to work with him.
3. He has provided all the false information to his new company where in the third party reference check we give the correct information which was there in his file.
4. His salary was not reduced because we want everyone's salary to get reduced (we have around 105 ppl then why only his salary is reduced), because he was not able to work with the org at the level where we were expecting him towork.
5. He has given is acceptance and consent on the email about his new salary structure, because he refused to sign the letter(where he is taking advantage). He has got his F&F settlement based on redused salary and has signed that document, get no dues signed by all having his new designation in this document then how he can claim that he was not aware of this.
6. He has requested to release his annual LTA in the month of March that's why his slary was showing on higher side, because its annual LTA disbursement, it is clearly mentioned in his Salary slip as well.
Now because of providing the false information to the new employer he has been (i belive) fired from that org. too that's why he is getting mad and putting false information of various blog sites and trying to harass me as well.
I would be seeking your advise on the matter mentioned above, what should we do, in these kind of cases.?
He is not a kind of person with whom we can discuss on one to one basis. He is little Psychic case.
Please help me in this situation. He is not only defaming, but also putting our logo, client information on these websites.
regards
Satish
From India, New Delhi
Hi,
With respect to the case sited herein, we are facing a similar situation in one of our branch office.
We had to fire one of the employee on performance grounds, the time period given was 6 motnhs with repeated reminders. However due to non-improvement company had to issue a letter to them.
The company as routine is doing a quarterly performance analysis after appraisal have been done. Employees who have failed to exibit any change after considerable time frame given, are been asked to leave, with the notice pay been given. For some of the employee there has been no hike nor the performance linked incentive / project linked incentive / bonus are paid. Enough of time has been given for them to perform in the roles given. But in vain they are busy involved in breeding a political ground.
These category of people have team up and are trying to bring down the morale of other employees by spreading rumours about the senior management , back end staff, and our HR department. They have also posted some blogs and few mishaps have happen.
We are aware of the employees who are involved in doing this mishap and want to take strict action as they are misleading the employees and playing with their beliefs.
Can you respected senior suggest how do we stop such blogs and rumours from spreading in our branch office.
For us all employee are alike but we cannot have liabilities. These employees have to earn and justify the salary that the company pays to them.
From India, Mumbai
With respect to the case sited herein, we are facing a similar situation in one of our branch office.
We had to fire one of the employee on performance grounds, the time period given was 6 motnhs with repeated reminders. However due to non-improvement company had to issue a letter to them.
The company as routine is doing a quarterly performance analysis after appraisal have been done. Employees who have failed to exibit any change after considerable time frame given, are been asked to leave, with the notice pay been given. For some of the employee there has been no hike nor the performance linked incentive / project linked incentive / bonus are paid. Enough of time has been given for them to perform in the roles given. But in vain they are busy involved in breeding a political ground.
These category of people have team up and are trying to bring down the morale of other employees by spreading rumours about the senior management , back end staff, and our HR department. They have also posted some blogs and few mishaps have happen.
We are aware of the employees who are involved in doing this mishap and want to take strict action as they are misleading the employees and playing with their beliefs.
Can you respected senior suggest how do we stop such blogs and rumours from spreading in our branch office.
For us all employee are alike but we cannot have liabilities. These employees have to earn and justify the salary that the company pays to them.
From India, Mumbai
Hi Bobby,
I am totally agree with you, i think we should not hire these kind of people, if we are getting any negative in their background verification. These kind of people spread the rumours on the websites and most of the people are not aware of the true picture and they give them wrong direction (not intentionally but based on the facts), which may lead someone to a wrong conclusion.
I think in HR we face these kind of situations every alternative day. Is there any remedy someone can suggest ?
regards
From India, New Delhi
I am totally agree with you, i think we should not hire these kind of people, if we are getting any negative in their background verification. These kind of people spread the rumours on the websites and most of the people are not aware of the true picture and they give them wrong direction (not intentionally but based on the facts), which may lead someone to a wrong conclusion.
I think in HR we face these kind of situations every alternative day. Is there any remedy someone can suggest ?
regards
From India, New Delhi
Sharma saab seems you are in some big soup,:-D:-D
Now let me tell you clearly internet is big way of expressing frustrations and etc etc etc so you really need not be concerned about usage of company logo, organisation name in websites / blog sites etc, that is not your problem,
what your problem is your individual tiff with that psycho, and beware psychos are psychos one time they are calm and instantly next minute they get aggressive, now if this psycho is without a job his mind will be empty and he will be worried and may get aggressive and if he do gets aggressive then it is :(:(:( for you.
because you yourself are a person and employee only on the premises suppose outside the company this psycho meets you and harms you in anyway, will the company come and save you????
will the company provide you any sort of reimbursement???
So first think about yourself then think of that psycho using your company logo, name in blog sites, if he wishes to take out his frustration by using blog sites let him be relieved.
Because dear, if he abuses and troubles YOU, your company will not do anything, because he is troubling YOU as SHARMA saab, and not as Mr. SHARMA , HR manager / exec of XYZ ltd, so tomorrow ur company will change style n tell that its your personal issue with psycho, so beware,
just make sure this psycho does not harm you in anyway, coz psychos are psychos,, and I have lot of psycho friends and many people in citehr may tell that even I myself am a psycho :-P:-P:icon1::icon1:
take care dear :icon6::icon6::icon6:
From India, Pune
1Now let me tell you clearly internet is big way of expressing frustrations and etc etc etc so you really need not be concerned about usage of company logo, organisation name in websites / blog sites etc, that is not your problem,
what your problem is your individual tiff with that psycho, and beware psychos are psychos one time they are calm and instantly next minute they get aggressive, now if this psycho is without a job his mind will be empty and he will be worried and may get aggressive and if he do gets aggressive then it is :(:(:( for you.
because you yourself are a person and employee only on the premises suppose outside the company this psycho meets you and harms you in anyway, will the company come and save you????
will the company provide you any sort of reimbursement???
So first think about yourself then think of that psycho using your company logo, name in blog sites, if he wishes to take out his frustration by using blog sites let him be relieved.
Because dear, if he abuses and troubles YOU, your company will not do anything, because he is troubling YOU as SHARMA saab, and not as Mr. SHARMA , HR manager / exec of XYZ ltd, so tomorrow ur company will change style n tell that its your personal issue with psycho, so beware,
just make sure this psycho does not harm you in anyway, coz psychos are psychos,, and I have lot of psycho friends and many people in citehr may tell that even I myself am a psycho :-P:-P:icon1::icon1:
take care dear :icon6::icon6::icon6:
From India, Pune
Dear Ravi,
I don't care about what he is doing outside. But there should be some ways to handle these problems. I am more interested to know about what other companies do in this kind of situation.
I know once i am in trouble no body is going to help in except myself, but because of that i cannot deny my own responsibilities as an HR person. Do you think in case if you need to fire/terminate somebody, you will say no to your organisation. NO because being into HR that is your one function. So let him to write what he is writing, but atleast i am asking from you people out here being HR personalities that what should be the right approach to handle these situation / what other companies do in these situations.
regards
---
From India, New Delhi
I don't care about what he is doing outside. But there should be some ways to handle these problems. I am more interested to know about what other companies do in this kind of situation.
I know once i am in trouble no body is going to help in except myself, but because of that i cannot deny my own responsibilities as an HR person. Do you think in case if you need to fire/terminate somebody, you will say no to your organisation. NO because being into HR that is your one function. So let him to write what he is writing, but atleast i am asking from you people out here being HR personalities that what should be the right approach to handle these situation / what other companies do in these situations.
regards
---
From India, New Delhi
Dear Mr Sharma,
I believe this tendency is increasing day by day because of recruitment
made in hurry. If you would have made pre-employment check before serving appointment order, this could have been very well avoided.
Second, you should have a regular & frequent monitoring system, say, every month till the probationary period is completed and corrective action
to be taken then and there by counselling.
Thirdly, you should encourage employee referrals while making appointment.
Fourth, you should apply your intelligence in getting regular information
about this kind of employees (sometimes supervisors harass people and these kind of activities are outcome of this) and try to address their
grievances.
Fifth, whether you like it or not, you should ensure job rotation once in
every two years and identify the interests of employees and post them
in the interested areas.
I am of the strong opinion that nobody would be a non-performer and it is our duty to fine tune each and every employee by addressing their grievance / interest.
Best wishes
about the performance
From India, Madras
I believe this tendency is increasing day by day because of recruitment
made in hurry. If you would have made pre-employment check before serving appointment order, this could have been very well avoided.
Second, you should have a regular & frequent monitoring system, say, every month till the probationary period is completed and corrective action
to be taken then and there by counselling.
Thirdly, you should encourage employee referrals while making appointment.
Fourth, you should apply your intelligence in getting regular information
about this kind of employees (sometimes supervisors harass people and these kind of activities are outcome of this) and try to address their
grievances.
Fifth, whether you like it or not, you should ensure job rotation once in
every two years and identify the interests of employees and post them
in the interested areas.
I am of the strong opinion that nobody would be a non-performer and it is our duty to fine tune each and every employee by addressing their grievance / interest.
Best wishes
about the performance
From India, Madras
On seeing the lines of Mr Ramnag66, it gives a clear picture of how to deal with the situation. I fully agree with the dear member. KB
From India, Madras
From India, Madras
Dear Mr. Ramnag66
We are doing all what you have suggested in the organisation, This person is not someone who was hired recently, he was working with us from last more than 3 years. First two years he was working fine, but was a solo performer. Once we have inducted him into the team the problem starts coming up. Because he is not someone manageable with the team performance. Second issue with him is his financial obligations, which he has created by taking loans, we have helped him in the past also by fuelling some money for his help (because of an old employee).
You may or may not agree with me but in IT industry no body can be a solo performer, every time you have to work in agile fashion and different kind of project managers and teams. This person has used vulgar languages even with his team members also, which we intervene and try to resolve, but he was not improving. Even in the support functions he has used very un-professional langauge.
How many companies are there in this world which are not hiring and firing their employees?
regards,
From India, New Delhi
We are doing all what you have suggested in the organisation, This person is not someone who was hired recently, he was working with us from last more than 3 years. First two years he was working fine, but was a solo performer. Once we have inducted him into the team the problem starts coming up. Because he is not someone manageable with the team performance. Second issue with him is his financial obligations, which he has created by taking loans, we have helped him in the past also by fuelling some money for his help (because of an old employee).
You may or may not agree with me but in IT industry no body can be a solo performer, every time you have to work in agile fashion and different kind of project managers and teams. This person has used vulgar languages even with his team members also, which we intervene and try to resolve, but he was not improving. Even in the support functions he has used very un-professional langauge.
How many companies are there in this world which are not hiring and firing their employees?
regards,
From India, New Delhi
Dear Mr.Sharma,
You have accepted that he was ok for the first two years. So, there is
some deep problems (may be personal) within him and not his ability. OK, now that he has left the organisation, we need not bother in this angle.
To solve this problem please ensure that you do not respond to him at
any cost which will vanish in course of time, as he is doing out of frustration and once he gets a good job dust will settle.
Next, please don't give any negative/positive reports for referrals
(exclusively for this case only) and keep mum.
From India, Madras
You have accepted that he was ok for the first two years. So, there is
some deep problems (may be personal) within him and not his ability. OK, now that he has left the organisation, we need not bother in this angle.
To solve this problem please ensure that you do not respond to him at
any cost which will vanish in course of time, as he is doing out of frustration and once he gets a good job dust will settle.
Next, please don't give any negative/positive reports for referrals
(exclusively for this case only) and keep mum.
From India, Madras
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