Please advise me that can we display photographs of workers on the notice board when they make mistakes at work.
From India, New Delhi
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From India, New Delhi
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Dear Vohraa, Employees do commit mistakes while working. A few workers mend their ways after counselling, a few others after punishment, however, a few others remain incorrigible even after counselling or punishment also.
Probably you wish to take action against the third category of employees. However, displaying a photo of the worker on the notice board for committing mistakes while working is nothing but humiliation. No evidence is available that shows people correct their behaviour after making them lose their prestige.
Yes, error-free work is an absolute necessity. Customers expect defect-free products or services. To meet their expectations, maintaining 100% quality is important. But then to do this the right way is to recruit the right people or educate or train them. India has world-class companies like TVS that have placed a heavy emphasis on the quality of the work. Nevertheless, these companies became par excellence without humiliating their workers.
Initially, a photo on the notice board may embarrass a worker. Nevertheless, when a few others too join his bandwagon, it will become a norm and such workers could rationalise with the new method of punishment. What to do then? Have you thought it of?
Thanks,
Dinesh Divekar
From India, Bangalore
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8220Probably you wish to take action against the third category of employees. However, displaying a photo of the worker on the notice board for committing mistakes while working is nothing but humiliation. No evidence is available that shows people correct their behaviour after making them lose their prestige.
Yes, error-free work is an absolute necessity. Customers expect defect-free products or services. To meet their expectations, maintaining 100% quality is important. But then to do this the right way is to recruit the right people or educate or train them. India has world-class companies like TVS that have placed a heavy emphasis on the quality of the work. Nevertheless, these companies became par excellence without humiliating their workers.
Initially, a photo on the notice board may embarrass a worker. Nevertheless, when a few others too join his bandwagon, it will become a norm and such workers could rationalise with the new method of punishment. What to do then? Have you thought it of?
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi,
Do not shame workers; it is not good and serves no purpose. It may lead to a revolt that could be difficult to stop once it ignites. Instead, communicate with them in a way they understand, counsel them, but avoid shaming them.
Thanks and Regards
From India, Hyderabad
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Do not shame workers; it is not good and serves no purpose. It may lead to a revolt that could be difficult to stop once it ignites. Instead, communicate with them in a way they understand, counsel them, but avoid shaming them.
Thanks and Regards
From India, Hyderabad
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Dear Mr. Vohraa,
Can you display photographs of employers/top-level managers on the notice board when they make mistakes at work? Because all humans and robots can make mistakes. God has not made anyone perfect on this planet. If someone makes a wrong move, they need encouragement, guidance, and support, not a reprimand.
Hope you got the answer.
Regards,
Mohan Nair.
From India, Mumbai
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Can you display photographs of employers/top-level managers on the notice board when they make mistakes at work? Because all humans and robots can make mistakes. God has not made anyone perfect on this planet. If someone makes a wrong move, they need encouragement, guidance, and support, not a reprimand.
Hope you got the answer.
Regards,
Mohan Nair.
From India, Mumbai
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Dear Mr. Vohra,
Perhaps this idea has come from recent tyrant tactics by some high-headed politician?
First, you can't implement any punishment/disciplinary practice that is not in accordance with the Standing Orders/Rules of your company.
Secondly, stigmatization and shaming fundamentally violate one's right to dignity.
Third and importantly, you can impose a penalty for a defined and published list of MISCONDUCTS and for MISTAKES only after following the Principles of Natural Justice.
Regards,
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Perhaps this idea has come from recent tyrant tactics by some high-headed politician?
First, you can't implement any punishment/disciplinary practice that is not in accordance with the Standing Orders/Rules of your company.
Secondly, stigmatization and shaming fundamentally violate one's right to dignity.
Third and importantly, you can impose a penalty for a defined and published list of MISCONDUCTS and for MISTAKES only after following the Principles of Natural Justice.
Regards,
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Dear Mr. Vohra,
Humans tend to make mistakes and nobody is perfect. They say, "Every mistake is an experience. We learn something from our mistakes." Instead of displaying their pictures on the notice board, counsel them and advise them not to repeat the mistakes. Displaying pictures on the notice board also makes them feel bad about the organization.
Spreading positivity inside the organization will, in turn, motivate your employees to grow.
Best Regards,
Swathi
Chennai
From India
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Humans tend to make mistakes and nobody is perfect. They say, "Every mistake is an experience. We learn something from our mistakes." Instead of displaying their pictures on the notice board, counsel them and advise them not to repeat the mistakes. Displaying pictures on the notice board also makes them feel bad about the organization.
Spreading positivity inside the organization will, in turn, motivate your employees to grow.
Best Regards,
Swathi
Chennai
From India
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Dear Vohraa,
As per your concern, we should take actions against any mistakes or misconduct by employees, but in a proper way. Otherwise, it will create a negative environment among all staff and indirectly affect the organization's business. Currently, we have one software for discipline deviation, such as grooming, policy deviation, sleeping, and using mobile phones. We enter daily discipline data in the software, which will send an email to the particular employee as well as their Head of Department (HOD). This process aims to instill a sense of accountability among employees. If someone consistently breaks rules and regulations, we can take strict actions against them.
Please feel free to reach out if you have any further questions or need clarification on the process.
Best regards,
[Your Name]
From India, Vadodara
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As per your concern, we should take actions against any mistakes or misconduct by employees, but in a proper way. Otherwise, it will create a negative environment among all staff and indirectly affect the organization's business. Currently, we have one software for discipline deviation, such as grooming, policy deviation, sleeping, and using mobile phones. We enter daily discipline data in the software, which will send an email to the particular employee as well as their Head of Department (HOD). This process aims to instill a sense of accountability among employees. If someone consistently breaks rules and regulations, we can take strict actions against them.
Please feel free to reach out if you have any further questions or need clarification on the process.
Best regards,
[Your Name]
From India, Vadodara
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Mr. Vohra,
I presume that you might have posted your query in a hurry and without properly thinking of the consequences. If you are dealing with your "Employees" (Human Capital) without feelings and emotions, then you will not develop long-term relationships with them, and their level of engagement would be lower.
Please do not engage in such unwanted, inhuman, or unwarranted activities; otherwise, you will invite problems on the shop floor.
Thanks,
From India, Delhi
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I presume that you might have posted your query in a hurry and without properly thinking of the consequences. If you are dealing with your "Employees" (Human Capital) without feelings and emotions, then you will not develop long-term relationships with them, and their level of engagement would be lower.
Please do not engage in such unwanted, inhuman, or unwarranted activities; otherwise, you will invite problems on the shop floor.
Thanks,
From India, Delhi
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Hello!
A "Wall of Shame" is definitely not a pleasant idea. Instead, create a "Wall of Fame" and try to motivate your team. Initiate Reward and Recognition engagements in your organization for the good work your team does on the job. Employees look up to HR as the first corporate respondents, so make an attempt to deal with such matters tactfully.
As per your question: "When they make mistakes at work." What kind of mistake are you denoting? Is it related to work or office decorum?
If the mistake is work-related, then it can be resolved by discussing privately or by arranging on-the-job briefings for him/her. It may be the case that the individual is unclear about what is expected of him/her, resulting in mistakes. In this case, coach them well; you will notice remarkable results for sure.
Office decorum is usually ignored in medium-sized organizations, as management barely focuses on internal processes. Many times, individuals fail to follow office rules. As mentioned earlier, we as HR professionals are responsible for maintaining office decorum, ensuring that every individual in the office follows it without any dispute. If this is the case, you are expected to discuss privately first. If there is no improvement and the frequency of the mistakes is high, then start issuing memos immediately.
Please remember that the third memo should result in his/her immediate exit from the organization because there should be no room for misconduct.
Hope this helps in some way.
Regards,
Mrudul
connecthrpat@gmail.com
From India, Mumbai
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A "Wall of Shame" is definitely not a pleasant idea. Instead, create a "Wall of Fame" and try to motivate your team. Initiate Reward and Recognition engagements in your organization for the good work your team does on the job. Employees look up to HR as the first corporate respondents, so make an attempt to deal with such matters tactfully.
As per your question: "When they make mistakes at work." What kind of mistake are you denoting? Is it related to work or office decorum?
If the mistake is work-related, then it can be resolved by discussing privately or by arranging on-the-job briefings for him/her. It may be the case that the individual is unclear about what is expected of him/her, resulting in mistakes. In this case, coach them well; you will notice remarkable results for sure.
Office decorum is usually ignored in medium-sized organizations, as management barely focuses on internal processes. Many times, individuals fail to follow office rules. As mentioned earlier, we as HR professionals are responsible for maintaining office decorum, ensuring that every individual in the office follows it without any dispute. If this is the case, you are expected to discuss privately first. If there is no improvement and the frequency of the mistakes is high, then start issuing memos immediately.
Please remember that the third memo should result in his/her immediate exit from the organization because there should be no room for misconduct.
Hope this helps in some way.
Regards,
Mrudul
connecthrpat@gmail.com
From India, Mumbai
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