Nawas
Senior Hr Officer
Ns_kulkarnid
Hr Manager
Myjobmantri
Employer Branding, Marcom, Talent Acquisition;
Nkulsh
Career Management, Talent & Capability
K.Ravi
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Sohini Basu Roy
Service, Hr
Jkumarjk
Hr Manager
Srinaren
Rtd. Group Vice President In Hr In Export
Kumargourav08
Recruitment, Employee Engagement, Statutory
PVQ
Human Capital Development Specialist
Vineeta81
Aam Ka Hr, Nimbu Ka Hr
Shaival.tiwari
Hr Manager
Sparky
Black Belt
VMerudi
Hr Generalist And Business Developement
Ranjana Chaturvedi
Head Hr/admin
Seth Vivek
Service
+3 Others

Thread Started by #sohini basu roy

dear friends,

i am facing a very typical problem in my office for the last few months..... there is a lady employee in our office....she is a trainee in our company ..... from last few months am seeing that the employees are not maintaining time of coming office.so gave a notice to all and from that all obeyed my order..... but this girl kept on coming late......i warned her repeatedly..... and one day as i told that she answered me back " if am late u can take any step( you can deduct my half day salary) as i mentioned in the notice". i didnt say anythng.... that was over....
now last thursday she called me in the morning and told me that my mom is not well so i won't be coming.i told fine. then again on friday she called me said i wont b able to come as my mom is not well...then i said you have to come as for your absence our project is suffering...(she is handling a project alone)... she said ok am trying.... 1st half got over...i gv a call,she didnt take the call....i gave again a call and at that time she disconnected.....

today she came to my room.... with same attitude... (all has to come in my room to sign the register).. i asked why she did that last day.... n then gave the previous xamples too......after the conversation she left my room......
then i went to their room for some other work..... and didnt find her...asked her teammate.....he told she left office.....
then and there i called her.... at frst she didnt take the call then took.... and said i wont work etc etc...then i made her understand and she came back to office.

now what i want to knw from you all what should be my step to stop all these non-sense of walking out and etc.....

PLEASE PLEASE HELP ME........... I WILL BE GRATEFUL FOR YOU SUGGESTIONS
23rd June 2008 From India, New Delhi
Hi
Try to have a friendly meeting with her for few minutes, and suggest her how her attitude is going to effect the work, and how her carees will have a negative impact
because of this behaviour. you cand do all these only be interacting with her in a friendly way and understanding her problems from her side.
Please correct me if iam wrong
23rd June 2008 From India, Hyderabad
Dear,
First give a comfort to settle, ask her to comedown to your cabine
Treat her as your friend, ask her the feelings of the company from the day she join, any problem with colleagues, peers, work, Operations. share your view about the company and about her. Speak about her positives you find in work,as person expect the puntuality. Ask her personal problem as a friend any problem in family, personal, travelling check the reason why she is not able to come on time. give a solutions for it, say the important of the punctuality. Depends upon your approach towards her
Hope this could give more comfort and care to share the views and sort this problem
Same problem i faced, this action helped me alot. Now i dont have any problem with the attendance, timing and leave
Regards
Vidya
HR Generalist
23rd June 2008 From India, Ahmadabad
yes u should definitely handle such nuts with a little friendly attitude, but then she doesnt seem to be in the friendly lot..she wont possibly budge, strike a friendly conversation saying, u have pressure from above and so its ur job to ask her..if u think after ur making all this clear, she still continues the same, then an action needs to be taken..escalate the issue to her reporting personality..if she is lucky enough and not be reporting to any1, then communicate this to any senior personnel...you should have wanred her for legal action by now..but anyway..try this out..hopefully this way should work...but i can see her getting a termination letter if only she is not a management's pet :)
23rd June 2008 From India, Delhi
thanks all my friends.......
sitting with her and talking to her in a friendly manner...all dse sessions are over..... in my office although am the senior Hr manager.... am so flexible to my employees taht they come up to me even with their personal problems..am together we sort it out...but this girl is an exceptional.....i have talked with her several times..even today i sat with her... bt u knw wat she said "am hurt..i dnt want to say anythng...... " you wont blive my patience... she kept on argueing, accusing me bt i was so calm....i didnt uttered a single harsh word to her..rather tried to take her in a cozi feeling.... talked about her parents....but she....... jst now i went to her...asked her "are you ok"..... she neither seeing to me said yup.....
how long a senior management person tolerate all dse from a trainee........
i really dnt knw..........
23rd June 2008 From India, New Delhi
tell her if she remains like that you will communicate this to the person she reports to or someone like her department head or ur company's director..sometimes employees have the audacity of frowning at HR Guys, no matter how senior they are..but their own bosses can bring them on track
So..coming back to what i was saying if she loves the job, she will start behaving.. (most probably she does love her job)
and if she doesnt...im sure she is not required!!
23rd June 2008 From India, Delhi
Hi Sohini,
All suggestions given by our friends are really good.:)
If the matter goes beyond any of above solutions, then give her one or two months notice that, if she will not be punctual then company will going to discontinue her on the ground of misbehaviour.
As you are senior member you should have this kind of power.
Just leave her and replace her by recruiting new person.:icon1:
23rd June 2008 From India, Chandigarh
Sohini.....try to convince her in a frndly way. Make her understand about your company policies and the ultimate result. Definitely 5 fingers are not same. Till today, you haven't take any decision thats why she is ignoring you. She may think that you can't do anything agains her. Try to create a back-up of her and slowly slowly hand over her project to one else. Then keep her sitting idle for few days. Hope you will get result.
23rd June 2008 From India, Calcutta
Some people might be having some personal problems which they cant express to others, and might not be in a position to concentrate on their job.
She is having some real personal problem, so she even told you point blank on your face that whatever you want to do you do. This means even if you terminate her or deduct her leaves, she will not give it much importance as a problem, because already she is in some personal trouble.
Just dont try to poke her emotions and ask more about her personal life thinking that u are her friend. Dont think that you as HR can solve all peoples problems, you are not GOD.
And she is not your friend to disclose her deep personal issues to you.
Better mind your work and leave her alone, let her take leaves, if leaves are over, make it LOP, but dont terminate till she resigns..
Because we are humans, hope the same from you all.
Regards,
Ravi
23rd June 2008 From India, Pune
Hi Sohini,
I can understand your position in this regard. Before I give you a suggestion, I would like to tell my experience few years back.

I was the factory manager at an Electronics Industry which was an 100% EOU. I had very tight schedules and we were working 3 shifts i.e., 24 hours. There was one operator who use to abstain himself very frequently. His supervisor used to come to me to complain about his irregular attendance. I told him to remove him from the job and appoint a new person in his place. He said that the person is very good in his work but his only problem is his absentism. I asked that supervisor to bring that person to me once he comes back to the work. Next day when the operator came for work, the supervisor brought him to me. I asked him why he is so irregular to his work. Very arrogantly said that this is the way he will come and if I want, I can remove him from the service. Though I was taken aback by his arrogant reply my 6th sense was telling me that he should be handled in a different way. For the day, I just told him not to abstain like this and to continue working. Again after two days the supervisor came back and told that the operator is absent!

Next day when he came back, I only called him to my cabin, spoke to him in a gently way and told him that he is a good worker and asked him to tell me whether he has any problem at home because of which he is irregular to his work. For a moment he kept quite and later he said that his mother is an heart patient and there is nobody to look after her at home and only he has to take her to hospital whenever she is not well. I consoled him and suggested him to make some arrangements to take care of her by the help of his relatives/neighbours etc., and asked him to attend the work regularly and also I told him that I will pray God for her health.

Believe me, within a couple of days he came to me and told that he has made arrangements with his neighbour to take his mother to hospital if required and promised me that he will attend the factory regularly. He became very close to me, worked very hard and he started telling everybody that I am God for him!

So, Sohini.....don't get disturbed with that girl's irregularity. Speak to her, giving an impression that you are her well wisher and try and help her out in whatever way you can! Even if you have to go beyond some rules and regulations, please help her out.. I am sure and confident, she will be an asset to the company.

-Srinaren
23rd June 2008 From India, Bangalore
hi,
i guess the best way is to give her notice thats it. this will teach others a lesson of how to behave. just chill, i know hr should be friendly but they should also show authority, and demand respect.
she is going overboard.
23rd June 2008 From India, Madras
I too had same experiance in my old firm.That person was playing a key role at that time in one important project. She used to come late to office....But we felt Punctuality is more important...I spoke to her two times about Late comings But no result... Finally i got good replacemant to her.......
I feel.............
Punctuality is an Internal Feeling That Every employee should have ...if a person is not Feeling that it does mean that they are not Interested at the Job what they are doing...Keeping such nuts wont give any thing to the compmay........................

24th June 2008 From India, Hyderabad
IS SHE BEHAVING LIKE THIS FROM THE BEGNING.?THERE CAN BE A PERSONEL PROBLEM BECAUSE EVERYBODY NEEDS A JOB .ONE CAN BEHAVE IN THIS MANNER IF HE/SHE IS GOING THRW PSYCHOLOGICAL DISTURBANCE.



i am facing a very typical problem in my office for the last few months..... there is a lady employee in our office....she is a trainee in our company ..... from last few months am seeing that the employees are not maintaining time of coming office.so gave a notice to all and from that all obeyed my order..... but this girl kept on coming late......i warned her repeatedly..... and one day as i told that she answered me back " if am late u can take any step( you can deduct my half day salary) as i mentioned in the notice". i didnt say anythng.... that was over....

now last thursday she called me in the morning and told me that my mom is not well so i won't be coming.i told fine. then again on friday she called me said i wont b able to come as my mom is not well...then i said you have to come as for your absence our project is suffering...(she is handling a project alone)... she said ok am trying.... 1st half got over...i gv a call,she didnt take the call....i gave again a call and at that time she disconnected.....



today she came to my room.... with same attitude... (all has to come in my room to sign the register).. i asked why she did that last day.... n then gave the previous xamples too......after the conversation she left my room......

then i went to their room for some other work..... and didnt find her...asked her teammate.....he told she left office.....

then and there i called her.... at frst she didnt take the call then took.... and said i wont work etc etc...then i made her understand and she came back to office.



now what i want to knw from you all what should be my step to stop all these non-sense of walking out and etc.....



PLEASE PLEASE HELP ME........... I WILL BE GRATEFUL FOR YOU SUGGESTIONS[/QUOTE]
24th June 2008 From India, Mumbai
1) Ask her why.
2) Give her a verbal warning (official).
3) Give her a written warning after the next offence.
4) Sack her if she does it again.
You must take action before the others start taking the same attitude.
24th June 2008 From United Kingdom, Glasgow
Sohini.....We need to be assertive in some cases.....As per your mails i see that you have done your homework.....you did not tell one things...is she good at her work and completing her job on time without any hassles....two things we can do in this case....
1) develop a parallel team of 2 members in the said area which she is working and maintain the backup
2) give her a week's notice with a disciplinary letter...no point wasting time on unproductive resources
One suggestion is you can be very good to employees and approachable, but at times you need to take a firm decision when things are going out of our hands....
24th June 2008 From India, Hyderabad
As a HR Person YOU have to analyse the situation carefully, try u retain the staff .You have to analyse the person telling the truth or not.In IT industry ,we have to extract the work in a smart way.Then only we able to sustained and reduce the turn over ratio.
If her problem its true give privillage up to complete the project then u change her in to another team .if u not comfortable with her .Inform the management accordingly ,take the necessary steps according to the company policy
24th June 2008 From India, Madras
Agreed with PinnacleVidya. To addition to it, find out some1 who can handle the project, and handle other tasks as well and than let her resign. Being HR, Be Rational not emotional. Good Luck!!HR-Generalist
24th June 2008 From India, Ahmadabad
Well Sohini, after going through all conversation, I got it that u r helpless in that matter.
If the employee does not understand the rules and regulation of the organization he or she may spoil the other as well.
What I can suggest u in that case. You should try to prepare a back up of her, as you written she is handling project alone in that case u can not take action against her. And once you get some one who can replace her, give her notice and expel the dust from the company
rgds
Dev
24th June 2008 From India, Delhi
Dear All,

Interesting matter................!

What I suggest is you should have a discussion with her and try to know her problem on personal basis....!

Always remember HR is never completed without personal touch...........! though we have to be professinol but it is required in our job..............!

What you say buddies.............!

24th June 2008 From India, Mumbai

Hello.....


I AM MANJARI HERE ASST. MANAGER HR & ADMIN, EARLIER I WAS FACING SAME PROBLEM LIKE YOU & AFTER ALL NON SENCE ACTIVITES I TERMINATE HER FROM ORG. ANYWAYS WHAT IS HER NAME, JUST WANT TO CONFIRM IS THAT IS SAME GIRL ?

HAVE NICE DAY


24th June 2008 From India, Delhi
Hi Sohini,
I look at it this way:
1. If she is an asset to the org. and is worth retaining then give her the flexibility. This may lead to increased productivity.
2. If she is an avg/below avg performer then as Sparky has said follow that sequence.
Geetha
24th June 2008 From India, Coimbatore
Dear Basu

I read your problem and found that you are generous kind of person and you are quite co-operative with your employees. These are good signs of a good leader.
But afterall you are the boss and they are your employees. Boss and employees have good relations till the work is going smoothly and perfectly.
In my opinion you must check her efficiency of work and if you find it up to the mark then you must ask her personally that what is the problem with her? You explain her regarding official etiquettes and manners and the rules and regulations of the office.
You explain her that she should not involve her problems with her office work as it affects the efficiency. Life is not the bed of roses.
Still if the things does.nt work then you must understand that "THEY ARE THE EMPLOYEES AND YOU ARE THE BOSS. THEY ARE HERE TO SERVE YOU AND NOT YOU ARE THERE TO SERVE THEM".
Instead of wasting the valuable time in handling such employees even after being explaining them in all the way it's better to go for some deserving candidates rather than dragging such employees.
24th June 2008 From India, Jaipur
Hi Sohini,

As far as i can understand from your statements "so gave a notice to all and from that all obeyed my order."If your notice has gone in a manner of order it might affect in a negative pattern.
Also, if an employee is absent due to some justifiable reason you should allow them to do so,asking any employee not to take their rightful leave and come back to office will annoy anyone.
I'm not saying that you have to give them or not to give them the freedom but at the same time please be into the professional mode and see if a person does'nt follow the rules they have to suffer as per the policies of the organisation.
If you have a policy where 3-4 latecomings result in half/full day salary deduction then let her salary gets deducted,why do you have to go to her everytime and tell her what shud and shud'nt be done.
Also if you are getting issues from her project manager then you can issue her a warning letter......and 2 warning letters anyways result in termination.

The situation here has already gone out of control as the girl being annoyed totally and you taking things personally.Take it as a challenge and try to be a little more understanding towards her as per her social and economical background and convince her that you are her friend.
But if still things don't work......issue her a notice, ask for improvement in 15 days, and if no improvement seen......terminate her.

I would also like to say that one should understand the difference between the authoritarian mode and the professional mode.....Being a Senior Person in HR would certainly not mean that they can pressurize people to do what they think is right.
Although i personally don't feel it's right to be very finicky about the "in-time".....One should only be alarmed if the employees become irresponsible towards their work..Which only their respective managers can tell..Coming late or coming on time does'nt mean efficiency.......

I Don't know how many HR Managers would agree(HR with Indian Cos Wud disagree while working with MNC's would agree since there is freedom in MNC's regarding flexibility in timings)

Thanks!!

Regards,
Dhoop
24th June 2008 From India, Pune
Hi,
please have a friendly meeting with her and try to know the facts behind that. She may be suffering from some personal problem. in that case pls help her. you may also send her for training to imrove his postive attitute
As a HR professional we should have the skills to develop the people.
24th June 2008 From India, Delhi
Hi Sohini,

We have TMís like this in every organization. 1st and foremost is to get an understanding of this behavior. Are there are any pressing personal issues that is pushing her to this extent? It has to be more a discussion (than just a friendly talk) to probe into her behavior. If she has genuine concerns then can the company help her in address it to an extent where her behavior at work does not get hampered? If there is purely a behavioral problem and you canít do much (as you already claim to have issued her warnings) then it is time you let the employee move out of the organization lest her behavior sets as an example for others.



Thanks & Regards,

Shilpa Jadhav
24th June 2008 From India, Bangalore
hi
I agree with what most of them have suggested...but one thing you should keep in mind is that we are paying her for the work she does and not for her presence in office... if her absence is delaying the projet..hand over the project to somebody else... or allot one more person to that project.. she will get away with LOP but our clients wants the result..they dont want to hear about such excuses... atleast in her absence the work is getting done..
Speak to her.. If she is in a situation that her physical presence is needed in whtever situation she is in... find alternatives..or negotiate with the colleague for timings.. like may be she wants to take her mom to hospital... let her take the morning time off..but she has to make up by staying late to complete todays task... or give her laptop and access...let her work from home.....
24th June 2008 From India, Madras
Dear HR Fraternity
I think HR Dept has much more to do than cajoling the irresponsible employees.
Most of the friends said we should open up a communication channel with the employee. I agree in most cases we should do it. But, with people who act smart we need to be clear in our ideas and inititate necessary action. I think there is no point in opening up a grievance cell and start listening to lame excuses
Might sound harsh, but if the employee is productive it is ok other wise it is mere foolishness to entertain such employee in the organization. We need to take stern action against the employees who take their job very casual
24th June 2008 From India, Hyderabad
Since you tried your best to retain her, then find a suitable replacement for her ASAP and terminate her with immediate effect. There is no point to keep her in the board as it might effect other employees, so I believe its right time to diagnose such habbits. But make sure it will not effect towards the project which she is doing currently.
Thanks
24th June 2008 From Kuwait, Kuwait
Hi,
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check his daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
24th June 2008 From India, Pune
Hi,
just c how this girl behaves with other co workers. If she is behaving in same manner that means there is somethin wrong in her personal life.
or else u can check her daily behaviour
I think we should follow HR policy. Rule is rule for every body. else other employees might take undue advantage of this in future.
24th June 2008 From India, Pune
Hi Sohini,
As a Management Executive you made the best trails to settle down the odd things. But it seems she wasn't responded in the same way to get things solved.
Please check with her tracker and analyze the performance first. Give her a warning letter only if she is a outstanding performer orelse its suggested to go for a typical decision. Now it is the case with one gal the next time everyone may take this as a chance and which makes a mess on the floor.I trust you pretty well known by how things will go off, if there is no proper control and management on the employees.
Be friendly with your collegues, not a chance for them to crush the rules of the company.
"Lets give a chance to a new Bee to make its Honey with your company"
Regards
Balu

24th June 2008 From India, Hyderabad
Hi
I think you should not talk to her just keep a watch and at any wrong act just give her a written warning and after two warnings get her terminated..
Don't stop her she is not worth any organisation..
Regards
25th June 2008 From India, Chandigarh
Dear Sohini Basu
You need to call the employee and counsel her. Keep her late coming record handy and ask her how does she justify her regular late coming. Also explain her how it is affecting the general discipline and time keeping rules of the company . Make a note of this meeting , sign it jointly and keep it in her personal file.
It is hoped that this approach will bring a positive change and she will start coming in time. However if there is no change then you may charge sheet her as per Standing Orders applicable and terminate her after holding a domestic enquiry.
Regards
Mohan.
25th June 2008 From India
Hi,
I really don't appreciate you to go to her again and trying to make her understand. I hope this is the high time that u should able to take a decision. U can give her a Notice period for safe guarding the work atmosphere. May be because of her other team members or colleagues can also start behaving in the same way.
Since she is handling a project individually, hence try to bring a replacement for her within the notice period for not getting her project to get interrupted.
I know , as an HR professional we have to try to retain our employees based on their over all performance. But in this case i find her as a virus which can be spread out to any others in the future
Hence , Early the Best. Take an action.
25th June 2008 From India, Kochi
hello everybody......... sorry for being late in replying..........
but thank you for giving me so useful suggestions...... am really grateful to you all....... thank you friends......... thanks for your valuable suggestions..........
25th June 2008 From India, New Delhi
Hi Sohini
This particular employee seems to be an irresponsible person. I understand you already had a friendly chat with her to make her understand the seriousness. This kind of behavior will definately create a negative impact on her. Hence take this formal and handle professionally. Send her the mail at her official mail ID and give her the last warning and pu a cc to the management. Id she still continues, you should go ahead and terminate her. But before that start looking for a replacement for her.
Regards
Kamini
25th June 2008 From India, Hyderabad
Mr Ravi
i guess you are not from the HR Faternity / stream / back ground. Your Answers are big & bold with -ve, firm assertions. (You do not qualify to be an HR if at all u are in the HR). Your answers depend on instinct & gut feelings spontaneously, which normally a level headed HR person with skills of overseeing attitude & organisation development will never react like u do.
firm up maan (Human beings for generating results thru relations) we are not security guards or the police, maan. and probably you have been having bad experiences Dealing with HR or HR issues ur self.:( See all problems in a 3dimensional perspective or put yourself in the shoes of others u would analyse & come up with better solutions
Good luck !
dont express yourself so much to be seen... no one would respect u.
good luck !
VJ
25th June 2008 From India, New Delhi
Hi Sohini,Be nice to people who deserve it. You should be nice to people only when they are nice to you. I would treat a person the way he/ she treats me and it is imperative that when I initiate the conversation, I start it on a pleasant note.She is a trainee and trainees should be taught what is right and the consequences of wrong actions. Just tell her straight that she would be given one last chance. Any behavioural issue would lead to termination from service. And follow it up with a termination letter if she doesn't change her ways.warm regards,Swaminath Adabala
25th June 2008 From India, Hyderabad
Hi:
First have a word with her reporting senior (if any), by your scenario explained, it says she doesnt have any, if she had, they would come to you...So, talk to other senior management, and then Send a warning letter to this lady(trainee), keep your and her seniors in cc, and explain her..whats wrong with her..(her attitude, work hampering etc) and a final date to improve by this time or else she would be terminated....
If she improves, well and fine..or else terminate her...she may spoil others too... (Bad virus spreads soon)...
Take care
25th June 2008 From India, Mumbai
Dear Sohini
You may told she to get a request letter for comming late duty, and the same forward to HR head and SR.Management also and wait for their reply.
Regards
Arup Kumar Roy
Contact No. 09909972779
25th June 2008 From India, Jaipur
I believe that HR has to be soft and understanding and side by side tough too. Since the girl has already been dealt softly so many times, strict action needs to be taken. Go according to the policy, "half day for so many hours of coming in late, etc. etc". Deduct salary for taking excess of leave, mark "absent" for leave without information.
If she is affected, she'll start being punctual. If you are not able to handle the situation, take help of your reporting officer.

Tania
25th June 2008 From India, Gurgaon
hello tania,
:) dear we have the policy and before cutting, everyday as she came to my cabin to sign register i reminded her "u r late....salary will be cut" u knw wats her reply ? " yup you can cut......... u cut money..i dnt hav problem"...nw u tell me....
25th June 2008 From India, New Delhi
I think what you should do is just e mail her by telling her this kind of behaviour is not expected and than Mark it CC to her boss also to the location head if required ,this would really help .
25th June 2008 From India, Vadodara
Dear Sohini,
You have a plus point that you too are female. You have to talk to her very friendly. Even then if she keep herself absent then on the same day you have to visit her home and see whether she really have some problem about her mom's ill health.
If you find the same is true then you should excuse her by sanctioning all leaves. If it is not true then her trainee period has to be terminated. But before that you should find alternative employee on her place to handle the project.
Hope you will find this a correct way to handle.
25th June 2008 From India, Mumbai
these kind of attitude has to be punished or the other employees will also take advantage and the companys decorum will not be maintained. you need to take disciplinary action immediatly so it will teach her and others a lession, beacuse you are too leneiant only she is taking advantage of you, you can give her a memo if then too she does the same thing its better you chuck her out of the job. or you will loose your respect very soon.
25th June 2008
1. I find that, we should know why she is repeatedly doing it, (Is it only with yoy or with everyone), (Is it because of some reason or without any reason);because when she was recruited I feel she would had been sincere.
2. If a proper outcome is not achieved and outcome suggests ego problem & attitudinal problem only.Then you must have to talk to her very calmly and sweetly,on the other side you have to start searching for her replacement, intensity of search should depend upon her attitudinal degradation. IF it is very fast, Serach from within the organization. IF you feel you can handle her then take your time (max. 1 month) & search a kind of perfect match. After u find a match just assist that match with this girl.Now if she continues degrade her responsibilities & shift them to the selected one. Either she will become calm & responsible or she may leave. (IN BOTH THE CASES PRODUCTIVITY & BUSINESS WILL NOT HAMPER).
well this is from my side...
Prakhar Aditya Dwivedi
25th June 2008 From India, Hyderabad
HI, It’s better to say goodbye to her, before it start effecting the other employees of your company. Pramod
25th June 2008 From India, Mumbai
Dear Ravi,

I guess.. there is a much better and professional way of aswering the query.. like our other HR friends have done .
I find ur answer to be unprofessional. No one on this earth is a "GOD" and an HR personnel be senior or junior is no exception.
Nevertheless, Sohini has been trying to get the point across to this troubled soul (trainee) by all measures like being general mode using a memo to all or by meeting her one-on-one.We all know that when we work for an organization we have (to a great extent )compartmentalise our personal and professional life. Both the lives affect each other both we should know how to balance that. And its is quite evident that Sohini has been trying to get that balance to the trainee in discussion.
Since being a senior HR personnel , am sure Sohini would also know how to slove matter of this garvity, since it was getting a lil difficult with her, she has sorted our help.
The point I want to drive home is lets talk about the solution to the problem and not make an unprfessional comment on the action already taken.
25th June 2008 From United States, Los Angeles
Dear Sohini....

I remember my school days....One of our schoolmates used to be late everyday. He never came in time, also he was very rude and his attitude was horrible. He never followed the rules, regulations and principles...Even after repetitive notices he never changed.......

To solve this problem...you know what our school teacher did?..She assigned him as the MONITOR of our class....A few days more....and the entire scenario changed...Day by day he started realising policies...rules..regulations and it's implication in future...The dark murky swamp actually turned to be an Oasis....Thats human nature..

Now coming to your point..it would be risky to apply anything right away. Please don't mind...but I think a one-on-one conversations is highly required where at the end of the discussion she should get a clear picture of her contribution towards company's business. It is worth continuing..?At the end of the discussion she should realise how does this effect others....I would recommend the following...

Step-1 Coach her first (by telling what she is supposed to do....what, how and when)
Step -2 Then give her a time line (say 15 day) to show her developments, changes and improvements
Step 3: Put her in a Corrective Action Plan (CAP) with some more time line (say 7 days). Observe and communicate the changes/developments to her.
Step 4: If improvements are there then appreciate. If not...then give her a formal alert to follow the Step-3 (CAP). With a timeline (say 7 days)

If the results are satisfactory then share it with her...otherwise its time for her to separate from the company. This way you have given her time(1 month), a good plan (CAP), an Alert also you have been a good coach....So you have tried the best to make her an excellent employee....Now its time for her to pay off...

Regards,
Mr. Priyadarshee Pradhan :icon1:
HR Professional
25th June 2008 From India, Pune
Hi,
I think you should call her and ask her related to project you have given her, through that try to find out is she comfortable with her job? any difficulties during working on project? whether she is getting cooperation from her teammeats? and try to open the discussion. slowly try to understand between the situation coz as per the case put up by u that girl may not be liking to open up and share her problem with you. may be job rotation works, change in reporting works, guiging her works
Regards
Suvarna
25th June 2008 From India, Pune

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