Dear All,
Our company has recruited freshers as all our resources. Few of them have completed one year, and then problems started internally. All of them are lacking in attitude, communication, and basic ethics on every aspect, which management is facing. As I have recently joined this company as an HR, I believe guiding them in the right way is essential. Management has also instructed me to conduct good HR practices for the company moving forward. Can someone help to overcome this situation?
Thank you.
From India, Vijayawada
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Our company has recruited freshers as all our resources. Few of them have completed one year, and then problems started internally. All of them are lacking in attitude, communication, and basic ethics on every aspect, which management is facing. As I have recently joined this company as an HR, I believe guiding them in the right way is essential. Management has also instructed me to conduct good HR practices for the company moving forward. Can someone help to overcome this situation?
Thank you.
From India, Vijayawada
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Respected Madam,
For management development, you must take initiative. As we know, adjusting to new company employees is a bit of a problem. I suggest that you must appraise the employees according to their shortcomings, and you may conduct training programs for all.
If you need more ideas about this, please email me.
Regards,
Sudhir
From India, Bangalore
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For management development, you must take initiative. As we know, adjusting to new company employees is a bit of a problem. I suggest that you must appraise the employees according to their shortcomings, and you may conduct training programs for all.
If you need more ideas about this, please email me.
Regards,
Sudhir
From India, Bangalore
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Dear Chaitanya,
I cannot imagine ALL employees having 'ATTITUDE'! What exactly do you mean by attitude? Attitude or righteousness, as I understand it, could also be used to your advantage. You need to study the exact cause and its implications and then find a solution which must be tailored to target each individual separately. For all you know the fault may lie with the management. There is an old saying: "When things begin to go wrong, you must start looking for the cause in increasing concentric circles, with you as the centre".
Good luck.
Aye. Colonel Gahlot, Proprietor 'TRURECRUIT' 09810081197
From India, Delhi
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26I cannot imagine ALL employees having 'ATTITUDE'! What exactly do you mean by attitude? Attitude or righteousness, as I understand it, could also be used to your advantage. You need to study the exact cause and its implications and then find a solution which must be tailored to target each individual separately. For all you know the fault may lie with the management. There is an old saying: "When things begin to go wrong, you must start looking for the cause in increasing concentric circles, with you as the centre".
Good luck.
Aye. Colonel Gahlot, Proprietor 'TRURECRUIT' 09810081197
From India, Delhi
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This is a typical case where the SMT (self-managed team) concepts are being implemented. Ten to twenty percent training is essential in these circumstances, and it must be a combination of technical and behavioral training. The faculty can be an internal faculty, and the people should be made to engage in SGA activities like 5S, Kaizen, etc. Moreover, performance-linked appraisals and motivation are essential. Watering is necessary to develop a good garden, and in the process, weeding out some unwanted plants is essential to make the garden green and good. HR plays a crucial role in all this. It should not be left to the mercy of supervisors.
Best regards,
Srinivasarao P.
Manager-Training
NTTF-Bangalore
From India, Haldwani
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Best regards,
Srinivasarao P.
Manager-Training
NTTF-Bangalore
From India, Haldwani
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I think you must identify - skill issue or will issue. If they don't possess the right attitude, then it is a case of a will issue. They may have the skill to perform tasks but lack the will. Either you as an HR associate or their reporting manager should have a one-on-one session with them and let them vent out their reasons for behaving the way they are.
If there is a problem with their basic ethics, again, I would say this is a case of a will issue. Some disciplinary action can be taken in terms of a warning letter or something similar. Be sure to have given at least one verbal warning to such individuals.
If they lack communication skills, they can certainly be trained. There are various programs that can be conducted for the younger employees. Engaging them in a communication skills workshop will enable learning for them as well as serve as a break from the daily work routine.
From India, Mumbai
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If there is a problem with their basic ethics, again, I would say this is a case of a will issue. Some disciplinary action can be taken in terms of a warning letter or something similar. Be sure to have given at least one verbal warning to such individuals.
If they lack communication skills, they can certainly be trained. There are various programs that can be conducted for the younger employees. Engaging them in a communication skills workshop will enable learning for them as well as serve as a break from the daily work routine.
From India, Mumbai
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Hi Colonel,
Yes, all the employees will not have an "ATTITUDE" problem, but because of a few employees, everyone is affected. The same thing happened with us because of small issues; they are wasting valuable company time by gathering people and conducting meetings during office hours. As an HR person from the management side, we have taken necessary action against the person who initiated that. However, we need to ensure that no one repeats that behavior in the future. Our management has instructed me to conduct good HR practices for the employees, so please help me with that. I need suggestions on the topics I should cover.
From India, Vijayawada
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Yes, all the employees will not have an "ATTITUDE" problem, but because of a few employees, everyone is affected. The same thing happened with us because of small issues; they are wasting valuable company time by gathering people and conducting meetings during office hours. As an HR person from the management side, we have taken necessary action against the person who initiated that. However, we need to ensure that no one repeats that behavior in the future. Our management has instructed me to conduct good HR practices for the employees, so please help me with that. I need suggestions on the topics I should cover.
From India, Vijayawada
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Hi Ambarish,
That was a great suggestion. Yes, as you understood, it is a will issue only. I have taken disciplinary action on them accordingly from the management side as an HR. In the future, not to repeat such things, the management asked me to conduct good HR practices for the employees. So, what are all the aspects do I have to take training.
From India, Vijayawada
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That was a great suggestion. Yes, as you understood, it is a will issue only. I have taken disciplinary action on them accordingly from the management side as an HR. In the future, not to repeat such things, the management asked me to conduct good HR practices for the employees. So, what are all the aspects do I have to take training.
From India, Vijayawada
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Hi Chaitanya,
I believe a more in-depth analysis of this issue is required. Despite being new to the HR department, you have the opportunity to connect with your fellow employees. Approach them in a friendly and conversational manner in their preferred language to identify the root cause of the problems.
If after analysis, you discover that poor communication skills and a lack of adherence to office ethics are the main issues, there are a few strategies you can employ. It's possible that these freshers lack knowledge of professional behavior. You can address this by incorporating general ethics into company policies (e.g., dress code and phone etiquette for receptionists) and conducting separate team training sessions to explain the importance of these policies. Monitor their progress for a week post-training. If there is no improvement, consider implementing disciplinary actions such as verbal warnings, written warnings, and pay deductions for subsequent violations.
For enhancing communication skills, organize interactive training sessions tailored to each team. Implement a rule where everyone must communicate in English on a designated day each week, with a small reward like a chocolate for the employee demonstrating the best English proficiency. Conduct surprise checks on these days.
To address performance issues, introduce performance-based incentives such as an employee of the month/year program to reward outstanding achievements.
Best of luck!
From India, Pune
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I believe a more in-depth analysis of this issue is required. Despite being new to the HR department, you have the opportunity to connect with your fellow employees. Approach them in a friendly and conversational manner in their preferred language to identify the root cause of the problems.
If after analysis, you discover that poor communication skills and a lack of adherence to office ethics are the main issues, there are a few strategies you can employ. It's possible that these freshers lack knowledge of professional behavior. You can address this by incorporating general ethics into company policies (e.g., dress code and phone etiquette for receptionists) and conducting separate team training sessions to explain the importance of these policies. Monitor their progress for a week post-training. If there is no improvement, consider implementing disciplinary actions such as verbal warnings, written warnings, and pay deductions for subsequent violations.
For enhancing communication skills, organize interactive training sessions tailored to each team. Implement a rule where everyone must communicate in English on a designated day each week, with a small reward like a chocolate for the employee demonstrating the best English proficiency. Conduct surprise checks on these days.
To address performance issues, introduce performance-based incentives such as an employee of the month/year program to reward outstanding achievements.
Best of luck!
From India, Pune
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Hi Chitra,
That was a great suggestion; I will try to implement that. Even we have already given nice suggestions to all the employees from outside who are well experienced in teaching on communication skills, office, phone, email ethics. Also, from the management side, we have spent nearly 65k on it. However, there has been no change as all the materials provided to them are being kept aside on their desks :). So I'm in search of new activities (also including your suggestion).
From India, Vijayawada
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That was a great suggestion; I will try to implement that. Even we have already given nice suggestions to all the employees from outside who are well experienced in teaching on communication skills, office, phone, email ethics. Also, from the management side, we have spent nearly 65k on it. However, there has been no change as all the materials provided to them are being kept aside on their desks :). So I'm in search of new activities (also including your suggestion).
From India, Vijayawada
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Greetings,
You have stated the problem and the measures taken so far. Please share the reasons that you have observed. Solutions would depend on what causes the new employee not to be motivated enough to act accordingly. Behavior is a result of a number of issues including the environment, information provided, incentives to behave in a particular way, supporting areas, and so on. You shared the training arranged so far, which showed no result. What follow-up actions were taken post-training? Were they allocated any assignments or mapped through any assessment? Culture and behavior-building require constant simulation by leaders and corrective actions for true internalization. We look forward to hearing from you.
Regards, (Cite Contribution)
From India, Mumbai
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You have stated the problem and the measures taken so far. Please share the reasons that you have observed. Solutions would depend on what causes the new employee not to be motivated enough to act accordingly. Behavior is a result of a number of issues including the environment, information provided, incentives to behave in a particular way, supporting areas, and so on. You shared the training arranged so far, which showed no result. What follow-up actions were taken post-training? Were they allocated any assignments or mapped through any assessment? Culture and behavior-building require constant simulation by leaders and corrective actions for true internalization. We look forward to hearing from you.
Regards, (Cite Contribution)
From India, Mumbai
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Well, in that case, let's do this - I can send one of my soft skills trainers to your organization. He/she will conduct a 1-2 hour session/workshop to engage the concerned employees. Maybe this will help. You can tell the concerned employees that they have been nominated for the workshop, and this will make them feel important. Moreover, this will kind of ease the work pressure and prove to be an important learning opportunity as well as a fun activity. Mind you, this is just to help you out. There is no cost involved in this.
From India, Mumbai
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From India, Mumbai
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Dear All,
As per the suggestions of our friends and experienced people, i have reviewed the problem. That is all the employees are lacking Behavioral ethics, which is how to talk to the management, how to send mails, phones, not following company rules and regulations, miss utilizing office property’s etc…
To resolve all these things the management recruited me as a HR Person, even though the management has conducted a work shop for all employees. But there is no change. What I have planned is to conduct 1-1 section with every one and lets know more about them, on every Friday I’m conducting one and half hour sections (training on communication, ethics and etc..), a small games on every 2 & 4 Fridays. What else can I do more effective? Any suggestions?
From India, Vijayawada
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As per the suggestions of our friends and experienced people, i have reviewed the problem. That is all the employees are lacking Behavioral ethics, which is how to talk to the management, how to send mails, phones, not following company rules and regulations, miss utilizing office property’s etc…
To resolve all these things the management recruited me as a HR Person, even though the management has conducted a work shop for all employees. But there is no change. What I have planned is to conduct 1-1 section with every one and lets know more about them, on every Friday I’m conducting one and half hour sections (training on communication, ethics and etc..), a small games on every 2 & 4 Fridays. What else can I do more effective? Any suggestions?
From India, Vijayawada
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You have many tips, and what I felt to add is that I feel that the most important thing is to develop in them a sense that they are the company's greatest resource and treat them as a necessity for the company's growth. As mentioned, it's true that for new employees, their initial problems that lead to a series of later issues might stem from their attitude of seeing the job as merely a means of income, lacking appreciation from the company, responsibilities, professionalism, questioning 'why me?' and 'what can I do?' This mindset needs to change and grow within them.
Before providing training, it is essential to empathize with them by putting yourself in their shoes and becoming a part of their family. This approach will make the training more creative and effective in the long run. Usually, such training doesn't come from great leadership workshops; instead, it comes from being with them, discussing with them, and sharing how you dealt with similar challenges during your career.
Therefore, give them leadership, motivation, values, and ethics from your own experiences and how you handle various company situations. Feel free to ask or comment on this. Wishing you all the best.
Regards,
Akhil Billy
From India, Thiruvananthapuram
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Before providing training, it is essential to empathize with them by putting yourself in their shoes and becoming a part of their family. This approach will make the training more creative and effective in the long run. Usually, such training doesn't come from great leadership workshops; instead, it comes from being with them, discussing with them, and sharing how you dealt with similar challenges during your career.
Therefore, give them leadership, motivation, values, and ethics from your own experiences and how you handle various company situations. Feel free to ask or comment on this. Wishing you all the best.
Regards,
Akhil Billy
From India, Thiruvananthapuram
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Dear Chaithanya,
It's all due to the basic fact that they want recognition or didn't get it earlier. Yes, it's great having sessions face to face. Each should gradually work from their heart; at that point, you have succeeded. In case they misuse the freedom and interaction, be ready to show the other face of HR without showing any fear or surprise.
Regards,
Akhil
From India, Thiruvananthapuram
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It's all due to the basic fact that they want recognition or didn't get it earlier. Yes, it's great having sessions face to face. Each should gradually work from their heart; at that point, you have succeeded. In case they misuse the freedom and interaction, be ready to show the other face of HR without showing any fear or surprise.
Regards,
Akhil
From India, Thiruvananthapuram
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Hi Chaithanya,
There are two problems here:
1. Defining the exact nature of the problem
2. Analyzing and solving the problem
The former needs to come from you. You need to get a formal 'business and performance appraisal' as well as a 'training needs assessment' done. You need to be very specific:
1. What is the problem?
2. Who is affected?
3. When does it occur?
4. How many get affected? How often do they get affected?
5. What is the impact? What is the result?
6. What is the business issue?
7. What are the possible causes?
8. What is driving the causes?
9. Who is responsible for the drivers?
10. How is the process triggered?
Once you have done this, we can ascertain what exactly is happening at the company. For example, if you mention misuse of property, what is the maintenance cost or replacement cost like? Can you compare it with other companies? Can you compare it with other departments?
When you have this information, you need to look at potential control mechanisms. You could go for a first-party control system, a second-party control system, or a third-party control system.
At the same time, to facilitate the transformation, you might want to discuss ways to eliminate the drivers. This is your HR intervention design. You might need a consultant to do all this.
If you are keen on roping in consultants, I am sure you would find a lot of them in CiteHR itself. If you want to do it in-house, you might need a coach to help you. Again, CiteHR has tons of them.
From United States, Daphne
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There are two problems here:
1. Defining the exact nature of the problem
2. Analyzing and solving the problem
The former needs to come from you. You need to get a formal 'business and performance appraisal' as well as a 'training needs assessment' done. You need to be very specific:
1. What is the problem?
2. Who is affected?
3. When does it occur?
4. How many get affected? How often do they get affected?
5. What is the impact? What is the result?
6. What is the business issue?
7. What are the possible causes?
8. What is driving the causes?
9. Who is responsible for the drivers?
10. How is the process triggered?
Once you have done this, we can ascertain what exactly is happening at the company. For example, if you mention misuse of property, what is the maintenance cost or replacement cost like? Can you compare it with other companies? Can you compare it with other departments?
When you have this information, you need to look at potential control mechanisms. You could go for a first-party control system, a second-party control system, or a third-party control system.
At the same time, to facilitate the transformation, you might want to discuss ways to eliminate the drivers. This is your HR intervention design. You might need a consultant to do all this.
If you are keen on roping in consultants, I am sure you would find a lot of them in CiteHR itself. If you want to do it in-house, you might need a coach to help you. Again, CiteHR has tons of them.
From United States, Daphne
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Hi,
I would suggest you get pro help in this regard. We too have had the same issue for some years and lost valuable time. Get a professional analyst or consultant for these kinds of issues. You can try decodemind.in; they are full-time attitude managers for corporate employees.
Regards,
From India, Bangalore
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I would suggest you get pro help in this regard. We too have had the same issue for some years and lost valuable time. Get a professional analyst or consultant for these kinds of issues. You can try decodemind.in; they are full-time attitude managers for corporate employees.
Regards,
From India, Bangalore
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Hi,
I would suggest you get professional help in this regard. We have also faced the same issue for some years and lost valuable time. Consider hiring a professional analyst or consultant for these types of issues. You can try decodemind.in as they are full-time attitude managers for corporate employees.
They are one of the leading companies specializing in consulting, analyzing, technology, research, and experimental projects. Established since 2010, they have been serving in various fields such as wellness, consulting, technology, education, etc. They have successfully served clients from various walks of life and helped many clients achieve their objectives.
Regards,
From India, Bangalore
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I would suggest you get professional help in this regard. We have also faced the same issue for some years and lost valuable time. Consider hiring a professional analyst or consultant for these types of issues. You can try decodemind.in as they are full-time attitude managers for corporate employees.
They are one of the leading companies specializing in consulting, analyzing, technology, research, and experimental projects. Established since 2010, they have been serving in various fields such as wellness, consulting, technology, education, etc. They have successfully served clients from various walks of life and helped many clients achieve their objectives.
Regards,
From India, Bangalore
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