Hi All,
I am working in an IT company. Recently, we hired 2 Software Engineer Trainees, both of whom are freshers. For the initial 3 months, we are not granting any leave to them. However, they have both taken leave after just 2 days of joining, citing illness as the reason.
Please provide guidance on how I should address this situation. Should I assert my authority with them or enforce strict measures?
Regards,
Nisha Sharma
From India, Delhi
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9I am working in an IT company. Recently, we hired 2 Software Engineer Trainees, both of whom are freshers. For the initial 3 months, we are not granting any leave to them. However, they have both taken leave after just 2 days of joining, citing illness as the reason.
Please provide guidance on how I should address this situation. Should I assert my authority with them or enforce strict measures?
Regards,
Nisha Sharma
From India, Delhi
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Dear Nisha,
We need to have a proactive approach as the freshers sometimes take time to be aware of the behavior which is desired from them. We need to make them understand how critical and desired it is to behave/work as per the norms of the company. They should be told how the management views this act of them and how it may affect their professional growth. To be in line with the norms of the company is in their own interest.
Regards,
Vivek Jain
BHL
From India, Kanpur
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We need to have a proactive approach as the freshers sometimes take time to be aware of the behavior which is desired from them. We need to make them understand how critical and desired it is to behave/work as per the norms of the company. They should be told how the management views this act of them and how it may affect their professional growth. To be in line with the norms of the company is in their own interest.
Regards,
Vivek Jain
BHL
From India, Kanpur
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Dear Nisha,
Whilst I can appreciate the purist's views expressed by a number of HR experts in response to this compelling post, I cannot help but agree most with vivek_sp02.
These individuals are freshers. Their entire lives up to this point, they've had their parents doing the hard work for them. I am not engaging in any generational degradation debate here; I am certain I was the same 20 years ago.
I am not advocating for sparing the rod to spoil the child (figuratively speaking, of course!). These individuals MUST be taught that the party at their parents' home is over, and real life has begun!
This is where I wholeheartedly agree with Vivek.
In addition to enforcing organizational discipline, perhaps the most significant favor you can do for these individuals is to help transition them from a sheltered and 'provided-for' life to a workforce and workplace mindset. Therefore, in this regard, your role - in addition to being their HR boss - will also involve (albeit reluctantly) being their mentor - whether they realize it or not!
I understand you are in a challenging situation that will drain your energy. However, if they are talented and you believe in their potential (otherwise, you wouldn't have hired them initially), my suggestion may be something worth considering.
In any case, I wish you all the very best!
Take care!
From India, Gurgaon
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Whilst I can appreciate the purist's views expressed by a number of HR experts in response to this compelling post, I cannot help but agree most with vivek_sp02.
These individuals are freshers. Their entire lives up to this point, they've had their parents doing the hard work for them. I am not engaging in any generational degradation debate here; I am certain I was the same 20 years ago.
I am not advocating for sparing the rod to spoil the child (figuratively speaking, of course!). These individuals MUST be taught that the party at their parents' home is over, and real life has begun!
This is where I wholeheartedly agree with Vivek.
In addition to enforcing organizational discipline, perhaps the most significant favor you can do for these individuals is to help transition them from a sheltered and 'provided-for' life to a workforce and workplace mindset. Therefore, in this regard, your role - in addition to being their HR boss - will also involve (albeit reluctantly) being their mentor - whether they realize it or not!
I understand you are in a challenging situation that will drain your energy. However, if they are talented and you believe in their potential (otherwise, you wouldn't have hired them initially), my suggestion may be something worth considering.
In any case, I wish you all the very best!
Take care!
From India, Gurgaon
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Thank you to all for your valuable comments.
@sunita mam: very useful and detailed policy. I will definitely add some points to my current policy.
@Alwar Sir: Yes, we can deduct their leaves after confirmation.
@Vivek sir: I totally agree with you. We need to make them understand. A practical and emotional way to deal with this situation.
@Gaurav Sir: Thanks, even I'm also thinking of giving them a kind of motivation class and telling them what we've done in our fresher period.
From India, Delhi
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@sunita mam: very useful and detailed policy. I will definitely add some points to my current policy.
@Alwar Sir: Yes, we can deduct their leaves after confirmation.
@Vivek sir: I totally agree with you. We need to make them understand. A practical and emotional way to deal with this situation.
@Gaurav Sir: Thanks, even I'm also thinking of giving them a kind of motivation class and telling them what we've done in our fresher period.
From India, Delhi
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Dear Nisha, I think this is not a matter for freshers only, even permanent employee can do this.
From India, Ludhiana
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From India, Ludhiana
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