Hi, I have joined 6 months before as an HR in a reputed MNC which has a branch in Delhi. We have only 10 employees in the Indian branch. Our MD always insists on issuing memos for small reasons, which I don't like to do. I tried my best to convince the boss but failed to succeed.
Earlier, whenever I issued a memo, employees created a mess by not accepting it. Employees think that I issue memos from my side always, but the situation is the opposite, which leads to a bad impression on my professionalism as I just started my career as HR.
Please suggest what to do. Should I quit my job? Do you think a person who has received 10 memos in 10 years of work has a chance to improve now?
From India, Delhi
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2Earlier, whenever I issued a memo, employees created a mess by not accepting it. Employees think that I issue memos from my side always, but the situation is the opposite, which leads to a bad impression on my professionalism as I just started my career as HR.
Please suggest what to do. Should I quit my job? Do you think a person who has received 10 memos in 10 years of work has a chance to improve now?
From India, Delhi
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Hi,
To be better aligned with the legal framework regarding consequences and discipline, especially for white-collar employees, it may be necessary to establish a consequence management policy.
I suggest speaking with the Managing Director to explain this. It would be beneficial to have a dialogue on the matter. Consider the following points:
1) In case of performance issues, ensure there is a performance review mechanism in place, which I assume you already have, considering your company is an MNC.
2) For misconducts such as lateness or absenteeism, establish clear guidelines on when the consequence management policy will be enforced.
a) For a first instance, counsel the individual.
b) For repeated instances, depending on the severity, consider actions like issuing a memo, a show cause notice, an enquiry, a warning, suspension, termination, or dismissal.
It is advisable to avoid issuing memos for minor issues and instead focus on creating a culture of trust and transparency.
Regards,
From India, Pune
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To be better aligned with the legal framework regarding consequences and discipline, especially for white-collar employees, it may be necessary to establish a consequence management policy.
I suggest speaking with the Managing Director to explain this. It would be beneficial to have a dialogue on the matter. Consider the following points:
1) In case of performance issues, ensure there is a performance review mechanism in place, which I assume you already have, considering your company is an MNC.
2) For misconducts such as lateness or absenteeism, establish clear guidelines on when the consequence management policy will be enforced.
a) For a first instance, counsel the individual.
b) For repeated instances, depending on the severity, consider actions like issuing a memo, a show cause notice, an enquiry, a warning, suspension, termination, or dismissal.
It is advisable to avoid issuing memos for minor issues and instead focus on creating a culture of trust and transparency.
Regards,
From India, Pune
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Dear Simran,
This is in addition to what Mr. Vinod Bidwaik has said. You have not mentioned one important thing, i.e., the signature on the memo. Who signed the memos? Did you obtain your MD's signature before issuing them to the employees? People always focus on the gun, i.e., on whose shoulder it is. They generally do not consider who shoots the bullet. You could have been a little more diplomatic while issuing the memos.
Ok...
Dinesh V Divekar
From India, Bangalore
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This is in addition to what Mr. Vinod Bidwaik has said. You have not mentioned one important thing, i.e., the signature on the memo. Who signed the memos? Did you obtain your MD's signature before issuing them to the employees? People always focus on the gun, i.e., on whose shoulder it is. They generally do not consider who shoots the bullet. You could have been a little more diplomatic while issuing the memos.
Ok...
Dinesh V Divekar
From India, Bangalore
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No, I have always insisted on getting my signature on every document/notice/memo issued to employees. That is the reason I am losing credibility and trust from employees now.
Yes, you are right...people always see the gun and they don't look at the bullet.
I think some people are so smart that they push you into a well and enjoy fighting. For example, the Divide and Rule policy.
From India, Delhi
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Yes, you are right...people always see the gun and they don't look at the bullet.
I think some people are so smart that they push you into a well and enjoy fighting. For example, the Divide and Rule policy.
From India, Delhi
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Don't go to the extreme end of resigning from the job. MAKE YOUR BOSS UNDERSTAND THAT MERELY ISSUING MEMOS WON'T HELP ACHIEVE THE GOAL. Instead, convene meetings at regular intervals and ensure 100% attendance - thereby creating a situation where everyone can share their views and opinions. Many issues can be solved through "SUPERIOR-SUBORDINATE" communication. GOOD LUCK.
From India, Bangalore
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From India, Bangalore
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