Dear All,
I want to have suggestions from you on the issue of non-performance.
What are the remedies available within the HR department when an engineer has been showing a negative attitude and also not delivering the expected performance for the last 30-31 years? The concerned HODs have tried a lot for his improvement, and some HODs have attempted to conceal his shortcomings. The engineer is very clever in defending his side.
Please provide your advice in detail.
Thank you.
Regards,
Sagar
From India, Jalgaon
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1I want to have suggestions from you on the issue of non-performance.
What are the remedies available within the HR department when an engineer has been showing a negative attitude and also not delivering the expected performance for the last 30-31 years? The concerned HODs have tried a lot for his improvement, and some HODs have attempted to conceal his shortcomings. The engineer is very clever in defending his side.
Please provide your advice in detail.
Thank you.
Regards,
Sagar
From India, Jalgaon
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How can someone be an underperformer for 30 years and still have a job? If he is not performing, you need to show cause, follow the rules, and remove him (but you have to pay his dues, including termination benefits). After 30 years, it's tough for you to prove he is incompetent, especially when HODs are on his side.
From India, Mumbai
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From India, Mumbai
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Here I would like to say 2 things:
1st: How do you know he is not performing for 30 years? (i.e., Either you must have worked with him for 30 years or should be aware of his past experience with the company).
2nd: If you feel he is not up to the mark as you expect, it's much better to talk to him directly and understand what's wrong with him/her from 30 years and help him to come out of it. It's a sign of a good leader who helps his team members to come out of their problems rather than letting them go out of the company.
Regards,
S M
From India, Bangalore
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1st: How do you know he is not performing for 30 years? (i.e., Either you must have worked with him for 30 years or should be aware of his past experience with the company).
2nd: If you feel he is not up to the mark as you expect, it's much better to talk to him directly and understand what's wrong with him/her from 30 years and help him to come out of it. It's a sign of a good leader who helps his team members to come out of their problems rather than letting them go out of the company.
Regards,
S M
From India, Bangalore
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There are two issues:
1. How can one say an engineer has not performed for the past thirty years? If I am permitted to use the word "ridiculous," I will use the same.
2. What is a negative attitude? Can you really prove a negative attitude? Please remember action can be taken for behavior and not for attitude. For example, a person with 30 years of experience may have an attitude against new changes. If he keeps his displeasure on the changes to himself but delivers as per the organization's requirements once a decision is taken, he cannot be punished. His attitude against change must transform into a behavior that is not acceptable to the management. His views against change per se cannot be taken as behavior not congenial.
From India, Chennai
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1. How can one say an engineer has not performed for the past thirty years? If I am permitted to use the word "ridiculous," I will use the same.
2. What is a negative attitude? Can you really prove a negative attitude? Please remember action can be taken for behavior and not for attitude. For example, a person with 30 years of experience may have an attitude against new changes. If he keeps his displeasure on the changes to himself but delivers as per the organization's requirements once a decision is taken, he cannot be punished. His attitude against change must transform into a behavior that is not acceptable to the management. His views against change per se cannot be taken as behavior not congenial.
From India, Chennai
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Hello Sagar,
Like Saswata Banerjee and T. Sivasankaran mentioned, it does sound 'absurd' and tells a lot about the general culture within the organization. Please give more details of the case if you want well-thought-out responses from the members. For one, please elaborate regarding 'showing negative attitude' and 'The engineer is very clever in defending his side.'
Next, please provide brief details on what basis it has been concluded that this employee is 'not giving the expected performance for the last 30-31 years.' Also, there seems to be something missing or mixed-up when you mention 'concerned HODs had tried a lot for his improvement and some HODs had tried to hide his lacuna' – how many HODs does this employee have at any given point in time? Usually, there's ONLY ONE Reporting Boss/HOD for any employee – there could be interaction with other HODs, but functionally/reporting-wise, there has to be only one. Please clarify.
Regards,
TS
From India, Hyderabad
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Like Saswata Banerjee and T. Sivasankaran mentioned, it does sound 'absurd' and tells a lot about the general culture within the organization. Please give more details of the case if you want well-thought-out responses from the members. For one, please elaborate regarding 'showing negative attitude' and 'The engineer is very clever in defending his side.'
Next, please provide brief details on what basis it has been concluded that this employee is 'not giving the expected performance for the last 30-31 years.' Also, there seems to be something missing or mixed-up when you mention 'concerned HODs had tried a lot for his improvement and some HODs had tried to hide his lacuna' – how many HODs does this employee have at any given point in time? Usually, there's ONLY ONE Reporting Boss/HOD for any employee – there could be interaction with other HODs, but functionally/reporting-wise, there has to be only one. Please clarify.
Regards,
TS
From India, Hyderabad
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Dear Sir,
In my point of view, for the last 30 years, the HR Department has not performed well in your company. This case is a prime example.
We should evaluate one's performance using measurable indicators. You measure your employees' performance in terms of percentages and compare it with the targets assigned to them.
N. Saravanan
From India, Madras
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In my point of view, for the last 30 years, the HR Department has not performed well in your company. This case is a prime example.
We should evaluate one's performance using measurable indicators. You measure your employees' performance in terms of percentages and compare it with the targets assigned to them.
N. Saravanan
From India, Madras
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Dear Sagar,
This is a case of a psychological matter. You may consult a psychologist to provide counseling to him. Also, study his/her roles and responsibilities entrusted to him during the last 30-31 years by the department or organization. After a clear understanding of the issue, if possible, provide necessary training to improve the skills. Even after such proactive measures, either ask the employee to leave or offer VRS with due benefits as per the law or the rules and regulations of the company.
V. Murali
Chennai
From India, Dabhol
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This is a case of a psychological matter. You may consult a psychologist to provide counseling to him. Also, study his/her roles and responsibilities entrusted to him during the last 30-31 years by the department or organization. After a clear understanding of the issue, if possible, provide necessary training to improve the skills. Even after such proactive measures, either ask the employee to leave or offer VRS with due benefits as per the law or the rules and regulations of the company.
V. Murali
Chennai
From India, Dabhol
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