Hello seniors,
I am an HR executive from one of the non-profit organizations and wish to say that one of the lower members of staff is showing a kind of attitude to the staff. He is just 20 years old, and maybe he isn't mature enough to deal with seniors and doesn't follow the organization's rules and regulations. Now, his probation period just completed on August 01, '13. However, I am thinking of putting him on an observation period of two months.
Having said that, I need support from HR professionals on how I should write in a polite manner about his misconduct in a letter. Should I directly mention the attitude problem? Can anybody suggest a politely worded letter that he would take as a warning while also realizing his mistake? I would appreciate your assistance on this.
Thanks,
Simone
From Nepal, Kathmandu
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1I am an HR executive from one of the non-profit organizations and wish to say that one of the lower members of staff is showing a kind of attitude to the staff. He is just 20 years old, and maybe he isn't mature enough to deal with seniors and doesn't follow the organization's rules and regulations. Now, his probation period just completed on August 01, '13. However, I am thinking of putting him on an observation period of two months.
Having said that, I need support from HR professionals on how I should write in a polite manner about his misconduct in a letter. Should I directly mention the attitude problem? Can anybody suggest a politely worded letter that he would take as a warning while also realizing his mistake? I would appreciate your assistance on this.
Thanks,
Simone
From Nepal, Kathmandu
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Hi Simone,
As his probation period is over, you should call him in for an appraisal. At the appraisal, you should inform him of his successes and failures. Agree on a plan for improvements, highlighting all the issues and setting a time frame (two months); at the end of which another appraisal will be conducted to discuss the improvements. Confirm your plan in writing but make it very clear that if substantial improvements are not met, then employment will be terminated.
Hope the above helps.
Regards, Harsh
From United Kingdom, Barrow
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As his probation period is over, you should call him in for an appraisal. At the appraisal, you should inform him of his successes and failures. Agree on a plan for improvements, highlighting all the issues and setting a time frame (two months); at the end of which another appraisal will be conducted to discuss the improvements. Confirm your plan in writing but make it very clear that if substantial improvements are not met, then employment will be terminated.
Hope the above helps.
Regards, Harsh
From United Kingdom, Barrow
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Hi,
If you have not confirmed his employment yet, my recommendation would be to put him on an action plan for a review period of 30 days. In case his workplace conduct does not improve, you can go ahead and terminate him. However, in case you have already confirmed him, then you would need to put him on an action plan and initiate the Showcause route.
Regards,
From India, Chandigarh
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If you have not confirmed his employment yet, my recommendation would be to put him on an action plan for a review period of 30 days. In case his workplace conduct does not improve, you can go ahead and terminate him. However, in case you have already confirmed him, then you would need to put him on an action plan and initiate the Showcause route.
Regards,
From India, Chandigarh
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I echo Mr. Harsh's sentiments. Take the appraisal and discuss the weaknesses of the said employee in detail. For example, his attitude towards his seniors, not adhering to the rules and regulations, etc., which can be termed as misconduct. Inform him that his probation is extended for another 3 months. He will be closely monitored during this extended probation period, and if no changes are observed, he will be terminated without further notice.
From India, Ahmadabad
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From India, Ahmadabad
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