What steps should an HR take when one of the top performers has an attitude problem that creates issues for other teammates? Despite receiving warnings, there has been no improvement. The company cannot afford to lose him because even the clients are impressed with him. Suggestions are needed from experts.
From India, Gurgaon
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1From India, Gurgaon
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Hi,
Let's stick to the basics. If an employee has an attitude problem that is affecting other team members and there is no change even after a warning, please document the issue. Give the employee time to change, clearly indicating in the documentation that if there is no improvement in 30 or 60 days, the employee will be asked to leave.
It really doesn't matter if the employee is the best performer or has a good reputation with clients. Necessary action must be taken; otherwise, more employees may leave due to dissatisfaction, and there is a risk of other employees adopting a similar attitude.
Keep it simple: ensure proper documentation, provide time for the employee to change, and if there is no improvement, termination of employment should follow.
From India, Chennai
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Let's stick to the basics. If an employee has an attitude problem that is affecting other team members and there is no change even after a warning, please document the issue. Give the employee time to change, clearly indicating in the documentation that if there is no improvement in 30 or 60 days, the employee will be asked to leave.
It really doesn't matter if the employee is the best performer or has a good reputation with clients. Necessary action must be taken; otherwise, more employees may leave due to dissatisfaction, and there is a risk of other employees adopting a similar attitude.
Keep it simple: ensure proper documentation, provide time for the employee to change, and if there is no improvement, termination of employment should follow.
From India, Chennai
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Dear Rashmi,
Behaviour is part of performance, and don't look at workplace activities in isolation. If some chap is using his quality work as a bargaining chip, he needs to be counseled. If he still remains adamant, you need to take disciplinary action against him.
This is where the leadership of a leader lies. Leadership should not develop cold feet because of the fear of losing the employee (please note the correct spelling is "lose" and not "loose" as you have written). It is leadership that shapes the organization's culture. While you may retain a person who goes on rubbing others the wrong way, it will also vitiate the organization's culture. Have you or your management calculated the cost of demotivating other employees?
By the way, in this very forum just yesterday, there was an article on attitude. Check the following link:
https://www.citehr.com/383761-attitu...ppraisals.html
Ok...
Dinesh V Divekar
*Beware of false knowledge; it is more dangerous than ignorance.*
From India, Bangalore
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Behaviour is part of performance, and don't look at workplace activities in isolation. If some chap is using his quality work as a bargaining chip, he needs to be counseled. If he still remains adamant, you need to take disciplinary action against him.
This is where the leadership of a leader lies. Leadership should not develop cold feet because of the fear of losing the employee (please note the correct spelling is "lose" and not "loose" as you have written). It is leadership that shapes the organization's culture. While you may retain a person who goes on rubbing others the wrong way, it will also vitiate the organization's culture. Have you or your management calculated the cost of demotivating other employees?
By the way, in this very forum just yesterday, there was an article on attitude. Check the following link:
https://www.citehr.com/383761-attitu...ppraisals.html
Ok...
Dinesh V Divekar
*Beware of false knowledge; it is more dangerous than ignorance.*
From India, Bangalore
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Please do not jump horses. Attitude problem means? Is he discouraging, demotivating, belittling team mates? What about the attitude of the team mates?
From India, Bellary
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From India, Bellary
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Dear Ms. Rashmi,
Due to a lack of information, I am not in a position to disclose my suggestion regarding your query. Also, I need to interpret the ATTITUDE ISSUE of your employee precisely.
1) Have you conducted a ROOT CAUSE ANALYSIS for the ATTITUDE issue noted in your TOP PERFORMER?
2) What kind of BEHAVIOR (ATTITUDE) is noted that is affecting or creating issues with other teammates?
3) What kind of ISSUES are being created within the TEAMMATES due to this PERSONALITY?
4) What is the LEVEL OF IMPACT on TEAMMATES? Also, you need to define the REACTIONS/RESPONSES noted or received from TEAMMATES?
5) Define the BEHAVIOR (ATTITUDE) of your employee with CLIENT.
6) STUDY & DIFFERENTIATE the BEHAVIOR (ATTITUDE) with CLIENT and at the OFFICE within TEAMMATES or other employees.
7) If you find a MINOR or MAJOR difference, what is the ROOT CAUSE or the SUPPORTING FACTORS for such a DIFFERENCE IN BEHAVIOR (ATTITUDE)?
8) How has this DIFFERENCE IN ATTITUDE helped your employee manage a GOOD RELATIONSHIP with your CLIENT and made him a TOP PERFORMER because ATTITUDE is also a FACTOR for one to be nominated as a TOP PERFORMER.
If you have further queries, please revert.
With profound regards
From India, Chennai
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Due to a lack of information, I am not in a position to disclose my suggestion regarding your query. Also, I need to interpret the ATTITUDE ISSUE of your employee precisely.
1) Have you conducted a ROOT CAUSE ANALYSIS for the ATTITUDE issue noted in your TOP PERFORMER?
2) What kind of BEHAVIOR (ATTITUDE) is noted that is affecting or creating issues with other teammates?
3) What kind of ISSUES are being created within the TEAMMATES due to this PERSONALITY?
4) What is the LEVEL OF IMPACT on TEAMMATES? Also, you need to define the REACTIONS/RESPONSES noted or received from TEAMMATES?
5) Define the BEHAVIOR (ATTITUDE) of your employee with CLIENT.
6) STUDY & DIFFERENTIATE the BEHAVIOR (ATTITUDE) with CLIENT and at the OFFICE within TEAMMATES or other employees.
7) If you find a MINOR or MAJOR difference, what is the ROOT CAUSE or the SUPPORTING FACTORS for such a DIFFERENCE IN BEHAVIOR (ATTITUDE)?
8) How has this DIFFERENCE IN ATTITUDE helped your employee manage a GOOD RELATIONSHIP with your CLIENT and made him a TOP PERFORMER because ATTITUDE is also a FACTOR for one to be nominated as a TOP PERFORMER.
If you have further queries, please revert.
With profound regards
From India, Chennai
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Dear Shaik Abdul Khadir,
It's heartening to note that you have started to ask questions rather than giving suggestions. I could not have put it any better. I was just holding fire to see how people respond.
All of you have a nice day on this Makar Sankranthi/Pongal festival.
Simhan
From United Kingdom
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It's heartening to note that you have started to ask questions rather than giving suggestions. I could not have put it any better. I was just holding fire to see how people respond.
All of you have a nice day on this Makar Sankranthi/Pongal festival.
Simhan
From United Kingdom
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Two important things are available here ...Success and Attitude
What I believe is that Attitude is really important to get success. Success always develop attitude and increase the performance, and Attitudes project our beliefs and values, and what we think of our job, coworkers and Boss. It is also shown in the quality of our work.
Attitude in the workplace helps employees to accomplish tasks faster and in a better manner and as he has done the same I believe and became a Top Performer but Negative Attitude which is not acceptable is the main problem with this employee is.
We must not forget that when one becomes successful, became haughty and arrogant sometime. Goals may come to pass in life, making one successful, but the grass in not always greener on the other side. Sometimes becoming successful one has to make hard choices before one get there. Being set on what is wanted sometimes means other people could be hurt and that he needs to realize. And to make him realize this, Rashmi you need to take corrective actions instead of asking to leave.
He is a really useful and effective employee but not realizing that this cause him turmoil and disastrous and can cause him to lose sight of what is actually wanted to achieve. I basically wanted to say that you needs to take the corrective action so that his attitude can be use in a right sense.
As Mr. Dinesh said “If some chap is using his quality work as bargaining chip, he needs to be counseled” He might have distracted and the question asked by Mr. SHAIK can be considered which are really important and can work for you.
The performance of employees to a great extent depends on the good relationship they share with their colleagues. A good relationship can be established only when employees demonstrate a positive attitude towards their work and colleagues and THIS HE NEEDS TO UNDERSTAND AT THIS POINT AND SEEKING YOUR HELP TO REALIZES THIS.
You need to make an “Employee Motivation & Training” program using following elements for your all employees and ask him to participate in it as he is a Top Performer and can encourage other employees too.
- Significance of a Positive Attitude at Workplace,
- Characteristics of Ideal Employees
- Team Work & Leadership
- Interpersonal relations
- Stress Management
He just needs Realization, Self Evaluation …and im sure after this, you will see a big and positive change in him as well as in other employees.
I don’t know what other thinks or believe but I have shared what I believe and have learned in my life and Career to handle this kind of situation.
And im glad to be a part of this discussion
Learning continues…
From India, Gurgaon
Acknowledge(0)Amend(0)
What I believe is that Attitude is really important to get success. Success always develop attitude and increase the performance, and Attitudes project our beliefs and values, and what we think of our job, coworkers and Boss. It is also shown in the quality of our work.
Attitude in the workplace helps employees to accomplish tasks faster and in a better manner and as he has done the same I believe and became a Top Performer but Negative Attitude which is not acceptable is the main problem with this employee is.
We must not forget that when one becomes successful, became haughty and arrogant sometime. Goals may come to pass in life, making one successful, but the grass in not always greener on the other side. Sometimes becoming successful one has to make hard choices before one get there. Being set on what is wanted sometimes means other people could be hurt and that he needs to realize. And to make him realize this, Rashmi you need to take corrective actions instead of asking to leave.
He is a really useful and effective employee but not realizing that this cause him turmoil and disastrous and can cause him to lose sight of what is actually wanted to achieve. I basically wanted to say that you needs to take the corrective action so that his attitude can be use in a right sense.
As Mr. Dinesh said “If some chap is using his quality work as bargaining chip, he needs to be counseled” He might have distracted and the question asked by Mr. SHAIK can be considered which are really important and can work for you.
The performance of employees to a great extent depends on the good relationship they share with their colleagues. A good relationship can be established only when employees demonstrate a positive attitude towards their work and colleagues and THIS HE NEEDS TO UNDERSTAND AT THIS POINT AND SEEKING YOUR HELP TO REALIZES THIS.
You need to make an “Employee Motivation & Training” program using following elements for your all employees and ask him to participate in it as he is a Top Performer and can encourage other employees too.
- Significance of a Positive Attitude at Workplace,
- Characteristics of Ideal Employees
- Team Work & Leadership
- Interpersonal relations
- Stress Management
He just needs Realization, Self Evaluation …and im sure after this, you will see a big and positive change in him as well as in other employees.
I don’t know what other thinks or believe but I have shared what I believe and have learned in my life and Career to handle this kind of situation.
And im glad to be a part of this discussion
Learning continues…
From India, Gurgaon
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Dear Mr. Simhan,
As individuals, we are all unique personalities. I don't believe in "ONE WAY COMMUNICATION" nor do I want to respond without evaluating the situation on the other side.
I cannot submit my suggestions "BLINDLY". Attitude and human behavior are considered to be unpredictable and proportional to the situation and circumstances, including people involved and their behavior/attitude too.
My suggestions are:
a) Rational and subjective,
b) Proportional to the genuine information made available,
c) My interpretation level, and
d) My experience and exposure level in dealing with such cases.
I wish to inform you that not only do our perception levels differ significantly, but also the way we work and offer our services. Hence, we respond and react differently. Kindly continue your study; I am sure you will gather more information.
To help you understand about perception levels, I am sharing this information with you.
It's all about things in our life:
a) The way we see,
b) The way we feel, and
c) The way we think.
I wonder whether seeking clarification by raising queries has made you notice a change in my non-direct communication? Please read [Questioning Techniques - Communication Skills Training from MindTools.com](http://www.mindtools.com/pages/article/newTMC_88.htm).
There is no common medicine for all diseases nor a single training capsule or methodology to deal with a single issue.
If you have any suggestions to propose, kindly post them. I wish to read them and learn more from your perspective.
Good day and wish you a Makar Sankranthi/Pongal festival.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
As individuals, we are all unique personalities. I don't believe in "ONE WAY COMMUNICATION" nor do I want to respond without evaluating the situation on the other side.
I cannot submit my suggestions "BLINDLY". Attitude and human behavior are considered to be unpredictable and proportional to the situation and circumstances, including people involved and their behavior/attitude too.
My suggestions are:
a) Rational and subjective,
b) Proportional to the genuine information made available,
c) My interpretation level, and
d) My experience and exposure level in dealing with such cases.
I wish to inform you that not only do our perception levels differ significantly, but also the way we work and offer our services. Hence, we respond and react differently. Kindly continue your study; I am sure you will gather more information.
To help you understand about perception levels, I am sharing this information with you.
It's all about things in our life:
a) The way we see,
b) The way we feel, and
c) The way we think.
I wonder whether seeking clarification by raising queries has made you notice a change in my non-direct communication? Please read [Questioning Techniques - Communication Skills Training from MindTools.com](http://www.mindtools.com/pages/article/newTMC_88.htm).
There is no common medicine for all diseases nor a single training capsule or methodology to deal with a single issue.
If you have any suggestions to propose, kindly post them. I wish to read them and learn more from your perspective.
Good day and wish you a Makar Sankranthi/Pongal festival.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
Dear All,
I have the same problem in my company. We have over 20 employees, and 1-2 employees are always coming in late. Despite having flexible timing, they are consistently late. Additionally, the rate of absenteeism is increasing, which is now affecting other employees as well. Please suggest what I should do.
Regards,
Mamta
From India, Mumbai
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I have the same problem in my company. We have over 20 employees, and 1-2 employees are always coming in late. Despite having flexible timing, they are consistently late. Additionally, the rate of absenteeism is increasing, which is now affecting other employees as well. Please suggest what I should do.
Regards,
Mamta
From India, Mumbai
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Dear Mamta,
It is not clear from your brief what you mean by coming late in a Flexible Timing scheme. How late do they arrive? Do they stay late too? Is the increase in the rate of absenteeism caused by the same 1-2 employees? Have you tried to find out the reasons for their late arrival?
Have a nice day.
Simhan
From United Kingdom
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It is not clear from your brief what you mean by coming late in a Flexible Timing scheme. How late do they arrive? Do they stay late too? Is the increase in the rate of absenteeism caused by the same 1-2 employees? Have you tried to find out the reasons for their late arrival?
Have a nice day.
Simhan
From United Kingdom
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