What will you do as an HR person if you are in a situation like, for example, the company has an employee who is very good at work and is productive for the company, but when it comes to his background and attitude, it is not good at all? He has a negative attitude towards other employees. Will you retain him or terminate him? What will be your solution? The solution should be such that it should not harm either the company's productivity or other employees because for an HR person, both the company's productivity and employees are very important.
Please suggest to me.
Hoping for the best suggestion.
From India, Bangalore
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1Please suggest to me.
Hoping for the best suggestion.
From India, Bangalore
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Hi Suki,
As you said, both of them are required for you. Try to adopt some training plans to change the attitude of employees. In that case, it can change. Please do retain them. When you are preparing for a training plan, you may do that as well. Try to convince your boss and also employees. This is my advice for you.
Seniors, if I am wrong, please do correct me.
Thanks
From India, Madras
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As you said, both of them are required for you. Try to adopt some training plans to change the attitude of employees. In that case, it can change. Please do retain them. When you are preparing for a training plan, you may do that as well. Try to convince your boss and also employees. This is my advice for you.
Seniors, if I am wrong, please do correct me.
Thanks
From India, Madras
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Hi Suki,
A couple of months ago, I faced a similar situation, and I would like to share with you the approach we took. Initially, as an HR person, we tend to provide positive counseling to the individual. We highlighted their achievements, appreciated the ways in which they increased productivity, and once they adjusted to the environment, we offered constructive feedback from an influential perspective. We also outlined what was expected from them, considering their strengths, and encouraged them to further develop those strengths.
Additionally, you could organize a behavioral workshop to positively influence the individual on what they can achieve by changing their attitude.
One crucial point to note is that during counseling, the counselor's tone of voice should not convey any criticism, as it could have a negative impact, especially if the individual is perceived to have an attitude.
Regards,
Vipla
From India, Patiala
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A couple of months ago, I faced a similar situation, and I would like to share with you the approach we took. Initially, as an HR person, we tend to provide positive counseling to the individual. We highlighted their achievements, appreciated the ways in which they increased productivity, and once they adjusted to the environment, we offered constructive feedback from an influential perspective. We also outlined what was expected from them, considering their strengths, and encouraged them to further develop those strengths.
Additionally, you could organize a behavioral workshop to positively influence the individual on what they can achieve by changing their attitude.
One crucial point to note is that during counseling, the counselor's tone of voice should not convey any criticism, as it could have a negative impact, especially if the individual is perceived to have an attitude.
Regards,
Vipla
From India, Patiala
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Hi Suki,
This is not uncommon. The employee may be egotistic for reasons he is good at work. It is not advisable to get rid of a good hand for his negative attitude towards other employees. The employee needs counseling and not reprimand. Send him to some behavioral workshop along with some of the employees with whom he has to interact for his daily job. Involve him in some other activities like the office club/office-organized sports and functions. These may bring some positive results and help him to change his attitude towards others.
From India, Calcutta
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This is not uncommon. The employee may be egotistic for reasons he is good at work. It is not advisable to get rid of a good hand for his negative attitude towards other employees. The employee needs counseling and not reprimand. Send him to some behavioral workshop along with some of the employees with whom he has to interact for his daily job. Involve him in some other activities like the office club/office-organized sports and functions. These may bring some positive results and help him to change his attitude towards others.
From India, Calcutta
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Hi Suki, If I were in such a situation, I would tackle with the following steps:
Step 1 - Counseling: Probe him and try to find out the reason behind his behavior. If anything is found, then it's easy to solve. Even then if he behaves in the same way,
Step 2 - Be Assertive: Tell him that this is going to be serious and the consequences will be worse. Even then...
Step 3 - Push him to his threshold level: Load him with heavy work. Even then...
Step 4 - Punish him: Suspension / Termination. Don't be emotional but practical as HR.
"Men may come, men may go, but, thee is forever"... Keep rocking...
From India, Mangaluru
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Step 1 - Counseling: Probe him and try to find out the reason behind his behavior. If anything is found, then it's easy to solve. Even then if he behaves in the same way,
Step 2 - Be Assertive: Tell him that this is going to be serious and the consequences will be worse. Even then...
Step 3 - Push him to his threshold level: Load him with heavy work. Even then...
Step 4 - Punish him: Suspension / Termination. Don't be emotional but practical as HR.
"Men may come, men may go, but, thee is forever"... Keep rocking...
From India, Mangaluru
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Regarding NEGATIVE ATTITUDE I agreed with Mr. Chum. Do it, in very strict way to tackle that type of persons. Mahesh Ayati
From India, Pune
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From India, Pune
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Every employee has a certain way of thinking; try to understand his way of thinking. What motive is he trying to satisfy with this behavior?
A written memo for bad behavior can convey the message that the company is conscious and taking action. Let him know that the company is serious about action, counsel him, provide help through training, and other means of improvement.
If there is no satisfactory improvement after this, ask him to resign and find a replacement. A bad person will spoil the company environment, and there are many equally or more capable candidates out there that you can hire.
Regards,
Pratap Kamble
From India, Pune
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A written memo for bad behavior can convey the message that the company is conscious and taking action. Let him know that the company is serious about action, counsel him, provide help through training, and other means of improvement.
If there is no satisfactory improvement after this, ask him to resign and find a replacement. A bad person will spoil the company environment, and there are many equally or more capable candidates out there that you can hire.
Regards,
Pratap Kamble
From India, Pune
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My company has an EAP (Employee Assistance Program) system. EAP team members will counsel any employee or their immediate family members who have any problems. I believe every company can adopt this approach because a productive employee is a valuable asset for the company.
This is my suggestion.
Regards, Natarajan
From Australia, Darlinghurst
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This is my suggestion.
Regards, Natarajan
From Australia, Darlinghurst
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You say he is a good worker and giving you results, rare to get nowadays. What do you mean by a bad background? Since when did background come into play for performance? Negative attitude, why? One reason may be insecurity, fear of losing something, or a shield to hide some other pressing problem which he is not able to express and there is no one to listen. Attitude can be changed with help if he is a worker conscious of his good work and the advantage of capitalizing on it. Need to talk to him, don't lose him for want of expertise to handle attitude. Plan for a workshop on experiential learning. Maybe we could help.
From India, Madras
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From India, Madras
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Hi Suki,
The same kind of situation arose in our company when the company recruited a Senior Accountant. Initially, in his first month of joining, he worked enthusiastically and reconciled 3 accounts of the company. However, after some time, he showed his true colors. His attitude completely changed, and he started deleting files from the system. When he was caught, he was sent to jail. When asked about the reason for his actions, he mentioned that he was not satisfied with the work assigned to him and with the company's practices.
Suki, you need to provide him with proper counseling to understand the exact reason for this change in attitude. It is possible that he is dissatisfied with some aspects of the company.
Regards,
Yasin Patel
From India, Vadodara
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The same kind of situation arose in our company when the company recruited a Senior Accountant. Initially, in his first month of joining, he worked enthusiastically and reconciled 3 accounts of the company. However, after some time, he showed his true colors. His attitude completely changed, and he started deleting files from the system. When he was caught, he was sent to jail. When asked about the reason for his actions, he mentioned that he was not satisfied with the work assigned to him and with the company's practices.
Suki, you need to provide him with proper counseling to understand the exact reason for this change in attitude. It is possible that he is dissatisfied with some aspects of the company.
Regards,
Yasin Patel
From India, Vadodara
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