There is some behavioral issue with one of our employees. She has been with us for the last two years and deployed at the client site, receiving timely increments and all performance allowances. However, she is experiencing problems that we might be unable to identify. She is creating unnecessary noise and engaging in malicious talk about the company to existing employees, which is irrelevant. Recently, she did so to a colleague who was at the client site for the final round of job discussions.
Kindly suggest what we can do in this case.
From India, Mumbai
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Kindly suggest what we can do in this case.
From India, Mumbai
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Dear Neha,
You have written that "She is creating unnecessary noise and malicious talk about the company." Two things emerge from this sentence. One is that she is frustrated. You need to identify the cause of her frustration.
Whatever may be the cause of her frustration, slander against one's company is certainly not acceptable. However, she needs to be handled properly. For this, you may send a decoy to the client site and instruct him/her to provoke this lady. However, this has to be done subtly. If she speaks ill of her company upon provocation, that person should clandestinely make an audio recording. Once the person returns from the client site, he/she may submit the audio file to the HR Department. Based on the evidence, you may take necessary action.
Addressing the backbiter is one aspect. However, this also appears to be an organizational communication issue. Do employees have the opportunity to express their views? What are the provisions for upward communication? How frequently do senior management personnel interact with lower-level employees? Do they seek feedback solely from their immediate subordinates? Are skip-level meetings conducted? It is important to explore methods to enhance internal communication within the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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8220You have written that "She is creating unnecessary noise and malicious talk about the company." Two things emerge from this sentence. One is that she is frustrated. You need to identify the cause of her frustration.
Whatever may be the cause of her frustration, slander against one's company is certainly not acceptable. However, she needs to be handled properly. For this, you may send a decoy to the client site and instruct him/her to provoke this lady. However, this has to be done subtly. If she speaks ill of her company upon provocation, that person should clandestinely make an audio recording. Once the person returns from the client site, he/she may submit the audio file to the HR Department. Based on the evidence, you may take necessary action.
Addressing the backbiter is one aspect. However, this also appears to be an organizational communication issue. Do employees have the opportunity to express their views? What are the provisions for upward communication? How frequently do senior management personnel interact with lower-level employees? Do they seek feedback solely from their immediate subordinates? Are skip-level meetings conducted? It is important to explore methods to enhance internal communication within the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Neha,
Were there no problems with her until two years? How could you know about her behavior issues? Anyhow, now you can start keeping a watch on her activities and if repeated, then take action.
In the initial stage, I suggest you arrange a personal talk with her through her HOD or talk with her personally in the presence of her HOD (can be on video conference or conference call as you said she is on the client site), on what her problem is when everything is given categorically by the management for her like increment allowances, etc.
From India, Hyderabad
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Were there no problems with her until two years? How could you know about her behavior issues? Anyhow, now you can start keeping a watch on her activities and if repeated, then take action.
In the initial stage, I suggest you arrange a personal talk with her through her HOD or talk with her personally in the presence of her HOD (can be on video conference or conference call as you said she is on the client site), on what her problem is when everything is given categorically by the management for her like increment allowances, etc.
From India, Hyderabad
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One should not bite the hand that feeds. Talking badly about the employer to an outsider is a big no-no. What is the source of information that she is speaking poorly about the company? What exactly is she supposed to say negatively about the company? Once you understand the message she is conveying, call her into the company, counsel her adequately, and then monitor her response and whether her behavior has improved or not. Also, try to determine whether her complaint has any merit or if it is just a baseless rant.
From India, Pune
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From India, Pune
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Dear Madam,
The behavioral issue of a lady employee, regardless of reasons, has serious implications on the company's reputation and cannot be allowed to continue. Ascertain the exact facts like what, whom, where, and when she spoke against the company and confront her in a one-to-one meeting. Tell her to change her ways or she will be changed. No compromise with the company's reputation for any reasons.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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The behavioral issue of a lady employee, regardless of reasons, has serious implications on the company's reputation and cannot be allowed to continue. Ascertain the exact facts like what, whom, where, and when she spoke against the company and confront her in a one-to-one meeting. Tell her to change her ways or she will be changed. No compromise with the company's reputation for any reasons.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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Dear Neha,
Talking irrelevantly and speaking badly about the company is considered misconduct. According to you, she is instigating other employees against the establishment and misleading employees, which are serious misconducts. You also alleged that recently she behaved poorly towards another employee who was at a client site for a final job discussion.
You mentioned that she hasn't had any issues until now and has been associated for the past two years. It is evident that something is making her unhappy and causing her to speak negatively. You should ask people who have been conversing with her to gather information. By following these discussions, you may pick up on some hints. If the situation has escalated, instruct the staff to provide a written complaint from the employee she recently mistreated. Based on the complaint, summon her to your office for a discussion. Record the discussion, but make sure to thoroughly prepare beforehand using information gathered from various sources. Don't leave things unaddressed. Also, follow the advice given by other members of the community.
Please let me know if you need further assistance.
From India, Mumbai
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Talking irrelevantly and speaking badly about the company is considered misconduct. According to you, she is instigating other employees against the establishment and misleading employees, which are serious misconducts. You also alleged that recently she behaved poorly towards another employee who was at a client site for a final job discussion.
You mentioned that she hasn't had any issues until now and has been associated for the past two years. It is evident that something is making her unhappy and causing her to speak negatively. You should ask people who have been conversing with her to gather information. By following these discussions, you may pick up on some hints. If the situation has escalated, instruct the staff to provide a written complaint from the employee she recently mistreated. Based on the complaint, summon her to your office for a discussion. Record the discussion, but make sure to thoroughly prepare beforehand using information gathered from various sources. Don't leave things unaddressed. Also, follow the advice given by other members of the community.
Please let me know if you need further assistance.
From India, Mumbai
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Dear Neha,
Proceed with caution. An employee showing normal behavior for two years suddenly jumps like Jack out of the box! There is something more deep-rooted! A whistleblower might help, but avoid a decoy to look into the issue. The best option is for the HOD/HRM/Management to have a direct talk with the staff: something may have been simmering for a long time, which went unnoticed until it reached a boiling point.
When something goes wrong, a good management principle is to blame the management itself. Management often rediscovers the what and how of any issue, and then works on patching up the blame/fault. No sane person, without reason, would go blowing a trumpet against the source of his/her bread and butter. Please remember, if you begin pointing the finger at the staff, three fingers are pointed towards you.
Hope this perception helps.
Regards, Arif ur Rehman
From Pakistan, Karachi
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Proceed with caution. An employee showing normal behavior for two years suddenly jumps like Jack out of the box! There is something more deep-rooted! A whistleblower might help, but avoid a decoy to look into the issue. The best option is for the HOD/HRM/Management to have a direct talk with the staff: something may have been simmering for a long time, which went unnoticed until it reached a boiling point.
When something goes wrong, a good management principle is to blame the management itself. Management often rediscovers the what and how of any issue, and then works on patching up the blame/fault. No sane person, without reason, would go blowing a trumpet against the source of his/her bread and butter. Please remember, if you begin pointing the finger at the staff, three fingers are pointed towards you.
Hope this perception helps.
Regards, Arif ur Rehman
From Pakistan, Karachi
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