Hello...
One of our employee is extremely good at his work(professionally) or work wise there is no complaints on him & even the clients are satisfied with him. But after the working hours his behavior is out control; which affects the new joiners.Memos ands warnings have issued against him but in-spite of that the same behavior is continued. How to manage such employees...pls suggest
Neethu

From India, Bangalore
boss2966
1171

Why you bothered about after working hours and out of office premises?
If he does it in office premises or during working hours in office then you can issue warning letter and take appropriate administrative/disciplinary action against the staff.
Lest you need not to bother anything about anyone's behaviour outside the premises and after working hours, where he is not wearing the Office Uniform or office Logo in his dress.

From India, Kumbakonam
Hello,

I have a different view of the matter.

I do not seem to unconditionally concur with "boss"'s advice! But the fact is total regimentation regarding conduct at ALL times must be avoided.

An employee is an employee at all times.

He works for eight hours but remains an employee even for the rest of the day!

It is true that the employer may not concern himself too much with personal conduct of an employee after office hours but only to a point. If the employee's conduct after office hours is likely to bring disrepute to the organization then I suppose the organization is obliged to take cognizance of such conduct in a reasonable manner! Such an objectionable conduct could tarnish organization's image in the eyes of its valued clients as also in the eyes of employment markets and potential candidates.

When we talk about "organization culture" as a prime aspect for employee morale and motivation, ethics and values, we cannot ignore conduct of our own employees, contrary to organization's culture.

I agree that the lattitude of management's tolerence of employee conduct outside of wotking hours should be wide but not unconcerned or totally permissive! A good employee is not the one who behaves excellently only during working hours and obnoxiously outside of working hours!

For employees covered under standing orders the law has often stated that if a misconduct is committed by an employee outside of work premises and/or of working hours is cognizable IF such conduct has a bearing on employer-employee relationships within the organization. The underlying principle is "notional extension" of premises can enable an orgation to take cognizance of such misconducts. Similarly if the employee in question in this thread behaves in a manner detrimental to organization's image or interests then I recommend that "action" must be taken.

We may differ on the seriousness of proposed actions but even that issue will depend upon the seriousness of misconduct of the employee outside of working hours and of premises. However as a standard approach, I suggest, first the organization counsels him/her. At ehe second stage the organization may formally record a warning against indulging in conduct organization considers to be against organizational interests. The organization may become sterner in case of repeated misconduct of the employee leading at the end to even termination of employment in appropriate cases. The time frame in which to manage organizational responses is entirely organization's decision and I have no recommendation to make!

Regards

samvedan

May 20, 2011

----------------

From India, Pune
I so agree with Mr. Samvedan. Its just not about one's attitude on or off office hours. An office is an office even after the working hours are over and certainly doesn't become any 1 persons kingdom or a club for that matter for the people who stay back after office hours supposedly to work.

But the question is about conduct. We see many employees who are successful and are assets to the company from the point of business and work but have a tendency to take advantages, become power hungry and relentlessly try breaking some rules or rather setting their own rules in the organization.
But when the management or the employer is reported such a issue, its presumably sorted out in closed doors with soft rebukes, which of course do not work and conduct remains the same.
Being HR I have seen my management soft and weak in tackling such issues which raises a frustration in me. The employers are good but soft on these issues. Perhaps the fear of loosing out on good manpower stops them from taking any drastic step, and as such many feel they are indispensable as long as they get in business........

What would my seniors advise on this?

Regards
Sukanya

From India, Gurgaon
thanks for the suggestions...
when a senior employee behaves in such manner it does affect the other employee's moral and the company image. The issue is serious when the employee behave just after the normal working hours than on a vacation period.
Thanks Samvedan for a wider view of the issue.
We have already done with the standard approach of counselling and warning letter what should be the next step; if the employee repeats it again. Does the management has to go with a drastic action?
Regards,
Neethu

From India, Bangalore
Hi,

Your question has two broad sides.
1. Behaviour at the work place during working hours. There seems to be no problem as stated by you.
2. Behaviour after working hours and not at the workplace. The problem lies in here.
From your question it appears , though not mentioned specifically, that the employee happens to be a senior management employee.
Your approach to behaviour modification has to be rational. You along with other senior management team can talk to him in the office making him realise how his off duty rough behavior impact the business and the company. Also try to find out the cause or triggers for his off duty rough behaviour.
Since the employee happens to be a senior management employee, doing away with his service will not be a problem. But otherwise Management can not hold any employee guilty of misconduct off duty and off workplace unless the act of misconduct has been clearly defined in the Standing Orders/ Service rules and there is a direct connection between the act of misconduct and the business of the organisation. You may refer to Glaxo case (1984) ruling by the Supreme Court of India.
Best
Jai.

From India
thnx Jai for your suggestion...
Now let me be specific, the employee is addicted to alcohol and he is out of control after consuming it after office hours no matter where the employee is (office or client site and in front of clients or other employees) he consumes if possible and the very next day he goes absconding which reflects on his leave and LOP. Here the real problem we face is company image (culture) in-front of clients & moral of other employees.
Neethu

From India, Bangalore
Hello,
There are employees out there who are very good at their work and also good in their behaviour,in office hours or after office hours.Hunt and find such an employee.Once u find him give a last warning to this trouble maker.If he continues,fire him and let him know the exact reason as to why he is let-off.Advice him to behave in the next company becaue the world is full of talented people who also know how to behave.

From India, Ahmadabad
Hi All,

I know this is totally different matter from this discussion. But for your information, sharing with you.

This is to inform you we have terminated Khushboo Patel from Euphoria Placement Services today i.e. 17th of May 2011 itself on the grounds of Misconduct & Data theft that she has plotted against Euphoria.







Khushboo (Khushi) who had been working with Euphoria Placement Services since last 1 year had been backbiting Euphoria’s trust from quite some months. She had been into terms with Shubham Management Consultants (Jointly owned by Mr. Sameer Vora & Viral Shah), located at Nanpura, Surat. Khushboo Patel who was our employee have done misconduct to Euphoria by robbing out the data from Euphoria & providing it to Shubham Management Consultants on her personal terms with Mr. Viral Shah (also an ex-employee of Euphoria Placement Services, terminated on the same grounds). Euphoria has come to know about the same wherein we have got the proof of her deeds & resulting to which Euphoria has already launched a legal complaint against all these three individuals - Sameer Vora, Viral Shah & Khushboo PatelCopy of legal complain alongwith photographs is attached herewith. We would look into it that the case does full justice in our part giving them a tough legal fight for their misdeeds.



We the Euphoria Placement Services on the other hand also do request all our Clients & Partners not to entertain these three individuals on professional terms. Khushboo Patel is no longer associated with Euphoria Placement Services & we request all of you not to entertain any communication with her that interrupt or hurdle your relations with Euphoria Placement.

From India, Mumbai
Dear Neethu,



The story seems to be one sided and every one is offering suggestions on sole presumption as if the employee is habitual of misconduct.



But I see something fishy behind the erratic behaviour of the employee that has hurt him grievously irrespective of his being quite efficient and cooperative.



You have not mentioned any example showing the nature of behaviour on his part. The cause of misbehaviour, which only the employee may be knowing, must be some serious type of injustice meted out to him by the management in spite of his efficient working and good behaviour with clients.



You need to go deep in the root of his erratic behaviour instead of misjudging that as his misconduct. Any type of memos or warnings may just make him more offensive. The question arises, why he is misbehaving only after his duty hours? There must be some solid reason behind his act. By his actions he may be discouraging new entrants to continue in service of the company due to some irrational attitude of the bosses towards the employees in the company.



Try to talk to him personally separately to get his mind. Such type of employees are normally sensitive in nature and need psychological handling only not by punitive measures.




From India, Delhi

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