Dear Friends,
Can u please tell me , as an HR , if one employee is not working and doing chit- chat, does HR have the rights to inform about his behaviour to his team leader.
Kindly suggest Me please.
Thanks & Regards,
HR
From India, Chennai
Can u please tell me , as an HR , if one employee is not working and doing chit- chat, does HR have the rights to inform about his behaviour to his team leader.
Kindly suggest Me please.
Thanks & Regards,
HR
From India, Chennai
Dear friend,
Before giving suggestions, it is important to know the type of industry you work in. What is your finished product or service? I ask this question because in some industries like IT and BPO/KPO the atmosphere is little relaxed. Since theirs is target based job, even if they spent time in prattle it does not matter. In contrast, if your company is in service sector, then tittle-tattle can be a luxury.
Coming to your query. The behaviour of some of the employees that you have observered, why Team Leader (TL) could not observe it? Why this chitchat is acceptable to him/her? What is the performance of this team? Going further, what about Manager? Why manager is silent on laidback behaviour of the TL?
Are the team members remaining in office beyond their working hours? I recommend you conducting this study first. You may give indirect feedback to the TL on excess working hours put up by his/her team members.
HR department is not police department per se. HR cannot intervene immediately for some minor deviations. Nevertheless, as of now, you may keep your seniors informed about your observations.
Thanks,
Dinesh Divekar
From India, Bangalore
7884Before giving suggestions, it is important to know the type of industry you work in. What is your finished product or service? I ask this question because in some industries like IT and BPO/KPO the atmosphere is little relaxed. Since theirs is target based job, even if they spent time in prattle it does not matter. In contrast, if your company is in service sector, then tittle-tattle can be a luxury.
Coming to your query. The behaviour of some of the employees that you have observered, why Team Leader (TL) could not observe it? Why this chitchat is acceptable to him/her? What is the performance of this team? Going further, what about Manager? Why manager is silent on laidback behaviour of the TL?
Are the team members remaining in office beyond their working hours? I recommend you conducting this study first. You may give indirect feedback to the TL on excess working hours put up by his/her team members.
HR department is not police department per se. HR cannot intervene immediately for some minor deviations. Nevertheless, as of now, you may keep your seniors informed about your observations.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear SIr,
Greetings!
Thanks for your suggestions and advice and my industry is ecommerce industry and that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat. Really thanks again for your points please.
Thanks & Regards,
HR
From India, Chennai
Greetings!
Thanks for your suggestions and advice and my industry is ecommerce industry and that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat. Really thanks again for your points please.
Thanks & Regards,
HR
From India, Chennai
Dear friend,
You have written that "that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat."
The situation in your company could be related to classic English proverb when cat is away, mice will play. This cat and mouse game demands reviewing workload of the chatterbox. If he has sufficient time for prattle, then it merits increasing the workload. Give a feedback to the TL in private however, make sure that it should not antagonise TL. He should not construe your feedback as nosiness.
Thanks,
Dinesh Divekar
From India, Bangalore
You have written that "that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat."
The situation in your company could be related to classic English proverb when cat is away, mice will play. This cat and mouse game demands reviewing workload of the chatterbox. If he has sufficient time for prattle, then it merits increasing the workload. Give a feedback to the TL in private however, make sure that it should not antagonise TL. He should not construe your feedback as nosiness.
Thanks,
Dinesh Divekar
From India, Bangalore
I differ with the views of some members, as their replies are based merely on believing on your deficient statement, as if the employee is necessarily at fault, whereas you have very conveniently omitted three main facts to be discussed in your straight academic type of question, i.e. --
(1) If TL is working in the night shift, who supervises the work of the employee, if not working along during the working hours of the TL?
(2) For how many times you have observed the employee chit chatting and in what capacity?
(3) Whether the employee is giving due out turn while performing his duties and responsibilities?
If the employee is performing well, a question arises, why would you like to interfere in the regime of the team leader?
From India, Delhi
(1) If TL is working in the night shift, who supervises the work of the employee, if not working along during the working hours of the TL?
(2) For how many times you have observed the employee chit chatting and in what capacity?
(3) Whether the employee is giving due out turn while performing his duties and responsibilities?
If the employee is performing well, a question arises, why would you like to interfere in the regime of the team leader?
From India, Delhi
In the first place why employees need to be micro managed? Is there any loss to the personal productivity or is it impacting the ambiance? what is the work culture? Honestly I am surprised to note these natural human traits as real issues in work place.
Regards,
Ramesh
HR Management trainer
+971-50-2879772
From United Arab Emirates, Dubai
Regards,
Ramesh
HR Management trainer
+971-50-2879772
From United Arab Emirates, Dubai
Dear Mr PS Dhingra and Ramesh,
Mr Dhingra, you have written that "If the employee is performing well, a question arises, why would you like to interfere in the regime of the team leader?"
Ramesh, you have written that "In the first place why employees need to be micro managed?"
In my earlier posts, I have raised the productivity of the team member as well as of the entire team. We are yet to get reply on that. For a while, let us imagine that Team Member's performance is "Very Good" or above. Nevertheless, what matters is other's performance as well. He could be disturbing others. Secondly, if every employee starts exhibiting his/her natural human trait at the workplace then then entire company culture will go haywire. If for maintaining a culture of discipline if HR will not intervene then who else will intervene? Company is nothing but group of people coming together and working for some cause. To work together, this group must adhere to certain rules and regulations and some member's basic human trait cannot be allowed to override the rules. If we allow to override, then company will crumble in no time!
Employees are paid for spending certain hours at the workplace. Therefore, this time belongs to the company and not to the employees. Why that employee in question felt appropriate in passing his time in gossiping but not volunteering for the extra work?
Secondly, it is duty of HR to inform TL what is happening in his absence. What is wrong if HR intervenes for the loss of company's time? Good or bad, HR must keep close watch on the company affairs.
I know few IT companies wherein the entire work is delegated to the junior-most members and TL or Project Leaders are spending time in share market or real estate market. Juniors work well past midnight but cannot complain against their superiors for the fear of loss of their job. Since it is a internal matter of the team, HR does not intervene. Many times HR is blissfully unaware of what's happening. This has been going on for the years or decades together. Do you accept this serious work imbalance caused out of impersonal attitude of HR?
Thanks,
Dinesh Divekar
From India, Bangalore
Mr Dhingra, you have written that "If the employee is performing well, a question arises, why would you like to interfere in the regime of the team leader?"
Ramesh, you have written that "In the first place why employees need to be micro managed?"
In my earlier posts, I have raised the productivity of the team member as well as of the entire team. We are yet to get reply on that. For a while, let us imagine that Team Member's performance is "Very Good" or above. Nevertheless, what matters is other's performance as well. He could be disturbing others. Secondly, if every employee starts exhibiting his/her natural human trait at the workplace then then entire company culture will go haywire. If for maintaining a culture of discipline if HR will not intervene then who else will intervene? Company is nothing but group of people coming together and working for some cause. To work together, this group must adhere to certain rules and regulations and some member's basic human trait cannot be allowed to override the rules. If we allow to override, then company will crumble in no time!
Employees are paid for spending certain hours at the workplace. Therefore, this time belongs to the company and not to the employees. Why that employee in question felt appropriate in passing his time in gossiping but not volunteering for the extra work?
Secondly, it is duty of HR to inform TL what is happening in his absence. What is wrong if HR intervenes for the loss of company's time? Good or bad, HR must keep close watch on the company affairs.
I know few IT companies wherein the entire work is delegated to the junior-most members and TL or Project Leaders are spending time in share market or real estate market. Juniors work well past midnight but cannot complain against their superiors for the fear of loss of their job. Since it is a internal matter of the team, HR does not intervene. Many times HR is blissfully unaware of what's happening. This has been going on for the years or decades together. Do you accept this serious work imbalance caused out of impersonal attitude of HR?
Thanks,
Dinesh Divekar
From India, Bangalore
Dinesh ji,
I have not raised any question on your reply.
But when the author speaks that, "that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat," that clearly indicates that his company is a call centre like organisation, where most of the work, probably from USA or European countries, is done in night. Moreover, in lax periods, if there is no work, the employee's mouth cannot be taped to keep himself mum to by the wishes of HR, while the author has not come forward with his clarification on the queries raised so far.
Here keeping the employee without any supervision or extra staffing in slack hours, itself speaks either about the mismanagement on the part of the HR or the author of the query has some vendetta against the employee and may be wishing to harm the interest of the employee through his TL. That is why, I have raised the question about the deficiency in his query.
From India, Delhi
I have not raised any question on your reply.
But when the author speaks that, "that TL will be working in night shift whereas team member works in split shift, as TL Is not there , he uses this opportunity and chit chat," that clearly indicates that his company is a call centre like organisation, where most of the work, probably from USA or European countries, is done in night. Moreover, in lax periods, if there is no work, the employee's mouth cannot be taped to keep himself mum to by the wishes of HR, while the author has not come forward with his clarification on the queries raised so far.
Here keeping the employee without any supervision or extra staffing in slack hours, itself speaks either about the mismanagement on the part of the HR or the author of the query has some vendetta against the employee and may be wishing to harm the interest of the employee through his TL. That is why, I have raised the question about the deficiency in his query.
From India, Delhi
Mr. Dinesh,
Chating at work is a basic privilege that is reasonable although not a right. You're not paying employees to chat, but that doesn't mean you can completely prohibit them from doing so during work hours. You are allowed to draw the line but not restrict.
Regards,
Ramesh
HR Management trainer
+971-50-2879772
From United Arab Emirates, Dubai
Chating at work is a basic privilege that is reasonable although not a right. You're not paying employees to chat, but that doesn't mean you can completely prohibit them from doing so during work hours. You are allowed to draw the line but not restrict.
Regards,
Ramesh
HR Management trainer
+971-50-2879772
From United Arab Emirates, Dubai
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