I found a couple in my organization doing??

hi...
these days m facing a new prblem in my company which is of a different kind and i m not getting the way out of this...

I m wrking in a medium size IT company. most of my employees are young.
From some days i m noticing that there are few couples in my organization, they are in some relationship with each other.
i dont have any concern about wat kind of relations they are having but now it is hampering the work and workplace.

They spend more time together in the cafeteria, they are now less interacting with other collegoues and the boy dont like that his girl will interact with other boys. It is spoiling the working enviornment.
Although they are more concentrated on each other than the projects.
Most of the time i found them in the cafeteria or in the balcony.

I think i can t give them warning letters regarding this as it is a part of their personal life i cant say them not to talk to each other.

Please tell me the way out of this problem.
before it totally spoil the working enviornment of my organization please help me......

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Urvashi Verma

Take out their Roles & Responsibilities and review their performances.

make sure that their TL is there along with you.

Ask TL to do a Preliminary round.

U can point them upon their performances.

If you make them feel abot their performances, two things will happen either they will get back to you or they will hang their boots..

Both are beneficial to you....

Humble Request

This is very simple issue. Kindly do a self introspection and analyse why this situation came up.

Do a root cause analysis of the whole issue, definitely you will get good solutions,,

If you still do not get any solution then you can post.

u know sensational postings are attracted so much than informational posts.

Apologies if i have hurt you....

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M.Peer Mohamed Sardhar
Sharing what is Shared with me

Hi Urvashi,

Yes, u cannot interfere in their personal life but as far the work of the organization is concerend, if its suffering and they are not fulfilling the expected duties then you can reprimand them on this issue.

Tell them that they are not co-operating with other employees in the projects and also give them warning telling them that you are least bothered about their personal relationships but you will not compromise as far as their work is concerned.

Regards,

i am new to the HR world and i m the only ahr of the organization....
i cant discuss it with any of my employee so i thought to discuss this situation here and then take any action so i ll be confident enough that wat i m doing is correct or may i get any other effective way....

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Urvashi Verma

thnx asfastasitgets...
i m thinking so too

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Urvashi Verma

Hi Urvashi Verma,
Couple of questions that strikes my mind.
Regarding Your work timings and break timings. Do you have leads and managers to take care of young buddies?
I understand these days’ youngsters are prone to procrastination, fun and games will tempt those lots.
One thing let me tell you, nothing is personal when it comes to work, we are all professionals and we all have certain duties and responsibilities and we are accountable for all bad things that creep in organization culture.
if we are talking bout
Work getting hampered , Employees Spending time in Cafeteria and balcony then on the floor ,Relationship/affairs in organization, projects getting affected.
i think we need to make few things clear and bring in few changes within:
Accountability for Productivity:
Make all employees accountable for their job, we are not being paid for free....
I suggest you to call leads and discuss the issues with them and tell them to handle their teams as per the schedules, make people accountable for productivity, may be this is the reason employees are not on the floor most of the time.
Challenges on the job:
Create Challenges on the projects by talking to leads. Create some seriousness and if required you will have to let all know that unwanted breaks are not acceptable.
If Policy is not there, MAKE A CLEAR POLICY:
Make a policy of break timings/personal affairs etc., and once you frame policy, please publish it to all employees and let then know certain unwanted things are not acceptable on the floor.
Identify people if required , who are frequently taking unwanted breaks, do not encourage this culture of employees taking advantage of work schedules.” Stitch in time saves Nine..” , once you publish the policy observe for some time, if still things don’t change, pick up people who were identified and call them for one on one friendly meeting first, it doesn’t matter if it’s a girl or boy.
Speak to them openly and clearly tell them the objectives of company and make them realize, the impact of their behavior on the floor. Even if it doesn’t work? then go to the next level of calling in for serious meeting of that one employee along with their lead and explain the seriousness of situation.
Even then employees don’t mend their ways then you have right to give one official warning and send email to that individual along with CC to leads. Once all employees know the seriousness of required expetations on the job, then I am sure every body will change.
Some times we are forced to taken serious action and one that action nothin person but purely on professional grounds, but we will have to take if , if necessary, for making things better for others who are serious career centered and focused people and also for the organizational objective....After all we dont mind anybody having affair outside the office or doing anything which is not part of our profession.
Regards

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RK

Directly Fire Those . @@*$)$)#)%$,

First of all I would appreciate the solution, which has ben given by Rkandadai. It will really help to come out with a solution, but i am shocked with the reply and suggestion of Lovebird..."Fire them". Are we working as Human Resource professionals?? Can't we understand personal feelings, sentiments. Being a human anybody can fall in such situation and being the HR professiona, this is our responsibilities to make them understand the values of Organisational Climate, Culture and of course the valued office hrs. and we have to treat them in a very polite way cause as I feel Every single employee is a gem for the organisation.

And keep firing them, is not a solution, try to understand the problems and provide a proper cure for the problem is the duty of HR personnel.....isn't it??

"Directly Fire Those . @@*$)$)#)%$," HORRIBLE ANSWER, I have ever heard in my professional life.

Please treat them as your friend, and believe me they will understand the importance of their Jobs and you will feel proud, when they will be back on the track. It will also help you to boost your marale and confidence, as being HR we will have to face such critical issues...and have to care it politely...

Ciao

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With Love & Regards

Deepak Dwivedi..........


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"Do you dare to think beyond the limit, I do..."

Hi Urvashi

Have an initial conversation one to one with these people. Dont highlight these personal issues but you can definately talk on the performance. Before that make sure that their reporting authorities send them a mail on pending tasks. This actually would be the ground for you to talk. Then given them some time like a month and tell them that their they would be under the observation for performance. If problem still continues then you can take the final decision.

Regards
Kamini

I agree with RK.I suppose u should start of initially as RK suggested then depending on the situation you can decide on future steps.

Regards,
Rama