Problem In Dealing With Coleagues

Dear Anitha:

Look at the situation without feeling her actions are driven towards you personally.May be its more a problem of different attitudes and personality.
The other person is not understanding that she needs to do what you suggested - is it to prove you are right,power play ,lack of trust - try Empathy.
Hope you explained her the job profile while recruiting and Organizations expectations for the job.
Take it easy and try find if there are others also who find her behavior offending before approaching seniors .

Hi
Dont you guys have a grievance procedure in your organisation? It is absolutely necessary to have one where u guys can redress ur grievances or else the organisation is not caring for its hr...Redress ur grievance to your immediate boss and give it in writing...This is the best option.
Regards
K.Rakan

I think some ofiice rules and policies need to be drawn up. That will restrict her movements. Her responsibilities should also be reviewed. Chitchating and moving all places means that she does not have anything to do. Job enlargement is an option. I have such problem in my section but gradually I am solving it by adding more responsibility to a subordinate.

Semfeng

hi I too sometimes face the same problem in my organisation,kindly mail me the suggestion too,my mail Id is


redgs

Dear Madam,

I gone through your Problem and i gone through all HR Friends replies. I also face same problem in my previous and present firm.What i done for that problem? i give firing and fight with them (Those who done silly bheaviours),The follwing result i got

1.In previous Firm- I lost my job( That time i was an Executive).

2.In present firm - I Take sivor action on the purticular Employee,and i controll them.

One thing i appriciate you, You made warning to that girl and i request to you put whole effort to controll her. Today you unable to get sucess tomorrow you can get as per my experince.And i request to you try CONVEY this problem to MD,ANY SENIOR PERSON.AND Issue warning letters also.

Wish you all the best.Further details Mail me


Thanking you

Yoursfaithfully
B.M.Sreenivasan

I would look first at your recruitment policies and procedures to ensure you do not hire such a person again. Clearly someone messed up, proper interviewing techniques and thorough reference checking would have revealed that this girl was not right for the job. Put in place a very clear performance plan for her outlining what work she must perform and how, then meet with her weekly to ensure she is meeting the plan. If not, give her a letter warning her to perform or she will be dismissed. If she persists with disruptive behaviour, fire her as per her warning.

__________________
Avanti Training Services
Melbourne Vic
Australia
"Training that meets YOUR needs"

Hi Anitha,

I can understand your situation and this is quite common in any organization,

once agian call for a meeting with the Scretary and guide her abuut the comp policies, after meeting observe her behaviour even then if there is no change then issue a diciplinay note about her bad conduct in the organization and extend her notice period for 15 days and see that she will come with the proper way of submitting the resignation letter if not violation of company rules and regulations basing on this you can terminate her from the Organization....

if the above is not working then understand the below content and follow

Let me tell you and foucs how to take the necessary action on the said executive and your Manager HR who is not taking the necessary action on behalf......

Once again go to your Manager HR and discuss with him/her about the present situation and even discuss other topics topics (like Recruitments, motivation programs and the situation about the problem facing with the Secretary)

Acutally be carefull while handling this process and your manager might be taking some time to take desicion and simultaneously this might impact to your career

After coming out, prepare the MOM (Minutes of Meeting) and circulate the same to your Manager and his Manager and expect the response from both, even then if you dont find any reply from your Manager.

even if your manager does not take any action then escalate this to his senoir and wait for the proper responce....

After escalating to Sr of your Manager then do wait for day or two, even then if you dont find any solution then take this issue to your MD.

Before escalating this to MD take tiime from him and keep in loop your manager and his manager and give the short info to him (MD) for what topic to want to discuss.

I hope this should work out, if not do let me know i'll suggest you with other techniques

In this i strongly agree with PG and i dont agree with Mr.Srinivas Rao Pochamaneni, Issac Patturaja, Princy Thomas, Harish because this site is usefull to upgrade the new techniques and these guys suggesting the proper suggestion will be shared to your email id which i dont agree being the member of this site...

Cheers
Satya Penubothu

hi anita,

i suggest you should look at your company's code of conduct to verify the rule that your colleague is violating. afterwards, send your immediate boss an email regarding your investigation. your boss can tell you if you can send your colleague a written notice.

regards,

cereal

HI Anitha,

I strongly agree with Satya penubothu. This site is meant for sharing the HR practices, and there is nothing secret action to be taken. These kind of scenarios happens with most of the secretaries. The best part is how to handle this carefully.

Go through the proper channel , but keep all your emotions apart ...Definitely you can bring the clean work culture.

All the best

Regards
Nalini

HI somehow I m also facing the same problem wd my junior ,Plz reply the solution at