Hi, I am working as a Location Head. One of the Branch Managers is behaving very badly with coworkers, and all are irritated with her. We have given her several warnings, but to no avail. Please suggest.
Regards, Manaswita
From India, Shiliguri
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Regards, Manaswita
From India, Shiliguri
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Dear Manaswita,
If she has started acting like this recently, then ask your HR person to talk to her and try to understand her problem and rectify it. If she consistently behaves in this manner, issue her a show-cause notice whenever you receive a complaint. After two show-cause notices, you may consider suspending or terminating her.
Always remember, "We hire people for skills but fire them for behavioral faults."
Regards,
Kumar Sivesh
From India, New Delhi
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1If she has started acting like this recently, then ask your HR person to talk to her and try to understand her problem and rectify it. If she consistently behaves in this manner, issue her a show-cause notice whenever you receive a complaint. After two show-cause notices, you may consider suspending or terminating her.
Always remember, "We hire people for skills but fire them for behavioral faults."
Regards,
Kumar Sivesh
From India, New Delhi
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Check with your organization's written or unwritten values. Respect for people should be the first value in every organization. Try to counsel her. Make a development plan. If she is still not showing improvement, ask her to resign or terminate her services.
From India, Pune
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From India, Pune
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Importance of Team Building
Tell her the importance of team building. If she continues scolding people and becomes a tough boss, she will never get the work done in her absence. Everybody will feel that when our boss is not in the office, it is like a holiday for us.
Tell her that she can learn the skill to do the work with polite words and appreciate her colleagues whenever she gets the opportunity. If she does not maintain a good relationship, even with the office boy, then she will definitely get negative vibes from the whole team.
Regards,
Parvez
From India, Ahmadabad
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Tell her the importance of team building. If she continues scolding people and becomes a tough boss, she will never get the work done in her absence. Everybody will feel that when our boss is not in the office, it is like a holiday for us.
Tell her that she can learn the skill to do the work with polite words and appreciate her colleagues whenever she gets the opportunity. If she does not maintain a good relationship, even with the office boy, then she will definitely get negative vibes from the whole team.
Regards,
Parvez
From India, Ahmadabad
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After giving several warnings, there are only two available options:
1. Bear with her until you are working in the company.
2. Kick her out!
Most problems in life have simple solutions.
Regards
From India, Mumbai
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1. Bear with her until you are working in the company.
2. Kick her out!
Most problems in life have simple solutions.
Regards
From India, Mumbai
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Disciplinary Action Suggestion
Do not get into more complications. Issue a "Red Slip" on the company's letterhead signed by you (Location Head) or signed by the HR Head. Convey to her that, on the second Red Slip, her salary will not be appraised in the coming appraisals, and on the third Red Slip, the company will terminate her. You can also suggest this procedure to your HR as a disciplinary action; this will certainly help you out.
Regards,
Akshay
From India, Mumbai
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Do not get into more complications. Issue a "Red Slip" on the company's letterhead signed by you (Location Head) or signed by the HR Head. Convey to her that, on the second Red Slip, her salary will not be appraised in the coming appraisals, and on the third Red Slip, the company will terminate her. You can also suggest this procedure to your HR as a disciplinary action; this will certainly help you out.
Regards,
Akshay
From India, Mumbai
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There is a good proverb in India: "Unity is the best policy!" I think you all should get together and submit a written complaint to the board management of your company. This action will prompt them to review the rules and written clauses of the company. Just inform them right now!
From India, Bangalore
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From India, Bangalore
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Stop talking to her; let her be alone in the organization for a few days. Then, I think she will understand what a team is and why we need a team in the organization. However, do this by giving prior information to your HR team. She needs to understand the importance of the people around her and also why we need to work as a team.
From India, Mumbai
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From India, Mumbai
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Addressing Inappropriate Behavior in the Workplace
One of the easiest methods of showing disapproval, as suggested by others, is to have HR talk to her in a more formal manner. Perhaps involving her boss and issuing a strict warning could also be effective. Additionally, a memo could be issued to her, clearly stating what she has done wrong and why, providing specific instances of her inappropriate behavior.
Sometimes, she may not be aware that her actions are causing discomfort around her. In such cases, it is essential for someone to make her aware of the impact of her behavior.
Please let me know if you need any further assistance or clarification.
Thank you.
From India, Mumbai
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One of the easiest methods of showing disapproval, as suggested by others, is to have HR talk to her in a more formal manner. Perhaps involving her boss and issuing a strict warning could also be effective. Additionally, a memo could be issued to her, clearly stating what she has done wrong and why, providing specific instances of her inappropriate behavior.
Sometimes, she may not be aware that her actions are causing discomfort around her. In such cases, it is essential for someone to make her aware of the impact of her behavior.
Please let me know if you need any further assistance or clarification.
Thank you.
From India, Mumbai
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I can understand your problem, as I am also facing and have faced this earlier. Managing people is very difficult and complicated, even though they might have good skills and were good workers before. Attitude and behavior will change due to professional and personal reasons. Just find out what is wrong with her, why she is acting like that, which was not the case before.
After doing the counseling, motivating, warning, issuing notices, giving a lower grade in the appraisals, escalating the matter to higher-ups, and nothing works, just issue a final warning notice and go as per the terms of the appointment order to terminate her. Build a case file, record all the facts that you considered, and measures that you took to retain her; this will help you in justifying your actions.
All the very best.
Regards,
Ramachandra
From India, Bangalore
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After doing the counseling, motivating, warning, issuing notices, giving a lower grade in the appraisals, escalating the matter to higher-ups, and nothing works, just issue a final warning notice and go as per the terms of the appointment order to terminate her. Build a case file, record all the facts that you considered, and measures that you took to retain her; this will help you in justifying your actions.
All the very best.
Regards,
Ramachandra
From India, Bangalore
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We can not give suggestion without seeing her behaviour as per my view. if she act badly with intetonaly then kick her out or if she does not then proceed ahead in possitve way.
From India, Jaipur
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From India, Jaipur
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The best way, I feel, is to ignore her for a while and keep your to-do list updated before she picks up an argument with you. Always try to remain calm when she wants to argue about a particular issue and respond to her queries in a smart way. I am sure one day she will be bored of coming to the office. Please request all your team members to do the same thing.
Regards,
Salil
Soft Skills Trainer (HYDERABAD)
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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Regards,
Salil
Soft Skills Trainer (HYDERABAD)
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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If possible, speak to her whenever she is in a nice mood. I don't think a person is always in a bad temper 24/7, 365 days a year. If not, try speaking to her close colleague or friend who can convey the message to her.
Give her some time (everybody deserves a last chance), and if she still persists with the same behavior, then you can consider taking the extreme action of asking her to leave.
Regards,
HR
From India, Hyderabad
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Give her some time (everybody deserves a last chance), and if she still persists with the same behavior, then you can consider taking the extreme action of asking her to leave.
Regards,
HR
From India, Hyderabad
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There have been several complaints in different organizations of this nature here in Uganda and some in Tanzania, so don't be surprised by that. People differ greatly. Can you imagine that some have been identified to have seasonal mind disorganization? One of the roles of HR is to counsel employees whenever there is an existence of any disapproved characters. The aim is to help and retain for organizational effectiveness. If all reasonable and practicable means fail, just follow the disciplinary procedure.
Steps to Address Employee Misconduct
1. Request an informal meeting with her.
2. Issue a formal warning in a written letter.
3. Issue a second formal warning letter.
4. Just dismiss or terminate the contract.
For more on this, read the topic "Release from an organization" in the New Edition of Armstrong's HRM Practice Book.
Nice time.
Regards
From Uganda, Kampala
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Steps to Address Employee Misconduct
1. Request an informal meeting with her.
2. Issue a formal warning in a written letter.
3. Issue a second formal warning letter.
4. Just dismiss or terminate the contract.
For more on this, read the topic "Release from an organization" in the New Edition of Armstrong's HRM Practice Book.
Nice time.
Regards
From Uganda, Kampala
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Addressing Behavioral Issues in the Workplace
Whenever a behavioral issue occurs, everyone murmurs, but no one has the courage to take severe action. "Who will bell the cat" is the problem. Misbehavior causes trouble for other sincere workers, and they are unnecessarily burdened. Apart from the workload, colleagues and managers cannot tolerate such individuals who cause trouble for others. Moreover, the company is not a rehabilitation center to correct problematic or psychologically challenged individuals. The best way is to dismiss such individuals from the office and concentrate on other important tasks.
Indians should give up the policy of forgiving wrongdoers, enduring the troubles caused by others, and silently shouldering the difficulties and hardships imposed by others. Let us be bold and remove the splinter before the body becomes septic.
From India, Madurai
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Whenever a behavioral issue occurs, everyone murmurs, but no one has the courage to take severe action. "Who will bell the cat" is the problem. Misbehavior causes trouble for other sincere workers, and they are unnecessarily burdened. Apart from the workload, colleagues and managers cannot tolerate such individuals who cause trouble for others. Moreover, the company is not a rehabilitation center to correct problematic or psychologically challenged individuals. The best way is to dismiss such individuals from the office and concentrate on other important tasks.
Indians should give up the policy of forgiving wrongdoers, enduring the troubles caused by others, and silently shouldering the difficulties and hardships imposed by others. Let us be bold and remove the splinter before the body becomes septic.
From India, Madurai
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She requires counseling. This behavior may be due to her family or some other problem, or it may be her attitude. But all this is to be done with the help of your HR team, and definitely, you will find improvement in her. Even if she doesn't improve, consider taking further action.
Regards,
Dev Raj Gupta
Baddi, Himachal Pradesh
From India, Kannur
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Regards,
Dev Raj Gupta
Baddi, Himachal Pradesh
From India, Kannur
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Hi, Advise her to learn and follow the team building and counsel her, if she is having any problem through HR. And provide and ask her some good references on leadership skill. IRUNGOVEL
From India, Madras
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From India, Madras
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There will be a behavioral change only when there is a change in the circumstances of the resource, whether personal or professional. These changes have a drastic and direct impact on the coworkers, including the resource. Before making a final decision to move her out, consider the following:
1. Was she the same even earlier to this?
2. Was there any change in the team or the roles and responsibilities?
3. Does she have any unattended concerns? Can anything be done to address her concerns?
Have insight into these. Sit and have a one-to-one discussion with her. Seek help from HR if required. Problems do have solutions.
Regards,
Raghuveer
Manager - RMG
Hyderabad
From India, Hyderabad
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1. Was she the same even earlier to this?
2. Was there any change in the team or the roles and responsibilities?
3. Does she have any unattended concerns? Can anything be done to address her concerns?
Have insight into these. Sit and have a one-to-one discussion with her. Seek help from HR if required. Problems do have solutions.
Regards,
Raghuveer
Manager - RMG
Hyderabad
From India, Hyderabad
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc