Dear seniors, I request you to kindly help me .One employee tacking tomuch and he is encorage all employees don’t do work.Boss told me give warning notice form his. Thank you Susheela
From India, Bangalore
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2From India, Bangalore
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Dear Susheela,
Rather than jumping directly to the warning letter, I recommend counselling him once or twice. Keep records of your counselling. Issue a warning letter only if he does not improve after counselling.
How senior are you? I ask this question because counselling has to be done by some senior person. Just because you are from HR, your function does not give you the authority to counsel. Secondly, competence in counselling also matters.
Yes, there is nothing wrong in issuing warning letters as such. However, it would be tantamount to using a hammer to affix a pin to a few papers! Always keep in mind the principle of progressive discipline.
In case he receives a warning letter without counselling, he may be put off mentally. It is not in the interest of the organization to have any mentally disconnected employee.
By the way, why is he talking too much? How does he have time for this activity? Have you done a workload analysis of his job? Does he have sufficient workload? Increase his workload. Secondly, explore the possibility of sending him out of the office for some fieldwork.
If he is talking too much, then he could be committing errors in his job as well. How is his quality of work? While counselling, in addition to garrulity, include this point of "inferior work quality" if feasible.
Ok...
Dinesh V Divekar
From India, Bangalore
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Rather than jumping directly to the warning letter, I recommend counselling him once or twice. Keep records of your counselling. Issue a warning letter only if he does not improve after counselling.
How senior are you? I ask this question because counselling has to be done by some senior person. Just because you are from HR, your function does not give you the authority to counsel. Secondly, competence in counselling also matters.
Yes, there is nothing wrong in issuing warning letters as such. However, it would be tantamount to using a hammer to affix a pin to a few papers! Always keep in mind the principle of progressive discipline.
In case he receives a warning letter without counselling, he may be put off mentally. It is not in the interest of the organization to have any mentally disconnected employee.
By the way, why is he talking too much? How does he have time for this activity? Have you done a workload analysis of his job? Does he have sufficient workload? Increase his workload. Secondly, explore the possibility of sending him out of the office for some fieldwork.
If he is talking too much, then he could be committing errors in his job as well. How is his quality of work? While counselling, in addition to garrulity, include this point of "inferior work quality" if feasible.
Ok...
Dinesh V Divekar
From India, Bangalore
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