Catch 22 situation

what i feel is just talk to him ask him whether if he is ready to work then org wil look after his wife.even as k him if he is read to work being in home and looking after his wife.

Dear Peers,

Thanks for your valuable suggestion. Few things I forgot to mention in 1st mail is that our organization is situated in UAE and the marketing head is from India and his family is also back in India. So it’s not physically feasible for us to go and visit him. Another thing is that he has not completed his probation.

I believed the best approach would be to keep emotions out and make him understand the business situation. At the same time I will make a succession plan also.

Thanks once again
Sree

Hi Sree,

Wish a happy Diwali all our HR Folks..Best example of a Catch 22 situation, wherein you're damned if you do, and damned if you don't!!!

The employee may be a star performer or a probable star performer and any organization would do whatever best it can to retain him/ her. But having said that, we also have to consider other constraints as well. Since he is a top sales guy, I am sure he would have come at a high price. If we look from a practical perspective, he is expected to deliver right from the word 'go' given the strategic responsibilities he is given.

What I suggest (it's just an personal opinion), you can ask your HR Head (preferably director above level) to have a word with him. Incase it doesn't work out, probably you can part ways in positive manner. However you can also keep an option of 'coming back' once his problem gets sorted out.

Thx
Prashant

I am very much impressed with Mr. Mohamed Sardha’s suggestion; it would be a win- win situation both for the employee and the organization.


Regards,
Vamseehdar

This is a very good approach and a good suggestion Mr. Peer Mohamed.Regardscherin

No, why should you ask him to resign, just get another person and get on with the job, when he comes back, let us find out as to how to fit him. You said he is an asset, so, anyday, when he comes back, we will be able to accomadate him, in some manner or in some profile. Let him atleast have the feeling that he is always welcome.

As if he is taking long break due to his wife illness and same time the companu losing the business oppertunity, You can talk to the emplyoee about the postion that the company facing the problem , like he have to join immedately becos you have give more time, no company will do this kind of beefits or otherwise you can ahead with ur procedure - get everthing in written format in mail.

Hi,

I do agree with Peer Mohammed. Handle the situation rather than reacting. It is easy to replace but by handling issues smartly you can have dedicated people which is also important for an organization.

This kind of unique situations helps you to learn and tame yourself. So do not panic. Just handle it in a cool way.

G Priya Mani

I completely agree with Padmanaban. It's important to be practical but as an HR we need to take care of our people too. As said that the person is a good asset then asking him to resign due to his absence in the office and that too when he has a genuine reason behind is not right. We are humans and we have to live and survive with our problems. The solution is to effectively handle and manage such situations. Herein we talk of the concept of work-life balance and its the company (specially HR Dept) which plays a important role in maintaining this balance and enhance the productivity and satisfaction of its people.
Problems should not always be judged from another man's perspective but keeping oneself in his/her place.

: Shweta.

Hi Friends,

I have a question to ask, what is catch 22 situation? Please tell me.
Regards,
Jaanu