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Dear Shilpi,
Basic for any new person who joins the organization at any level is "let the people accept u first". So pls work on this. Next action start collecting the feedbacks about her from other deptt./same deptt., Take care no body should be able to know that HR is working, collect the maximum possible info about her may be her personal information.
Once u r with yr arms and animations nobody can defeat u.
Be happy take care.
Arun Chakravarty

From India, Surat
Dear Shilpi,

Such people are everywhere, almost in all organizations. We all know that every human being is unique and they possess some unique qualities to maintain their uniqueness. Some possess widely accepted unique qualities and some possess still-to-be-improved qualities. So, first thing we should understand is that this is a common phenomena and not exclusive at your organization.

This is where the HR role comes into play. Speak to her about the long years of contribution she delivered towards the organization. Highlight her achievements in the organization and how did they benefit. Then tell her the general feedback about her behaviors in the office. Update her about what people around are thinking about her. Tell her that people are highly impressed on her achievements but everything is getting wasted because of these minor behavioral deficiencies. Update her about the generally accepted behavior patterns in an office atmosphere. Tell her that if she improves her behavior, it is going to help her in a big way in establishing herself in the organization.

Some employees, especially when they are in an organization for a long time, create a critical space for themselves in the organization. Also, eccentric behavior is considered to be one of the qualities or remarkable employees. They are never satisfied with the way things are happening. They forget their roles and responsibilities and jumps in when things are not going the right way, wherever in the organization. In such situations, the management may behave in a lenient way towards their actions. This is quite common. However, when it goes out of proportions, someone should act upon. If the management believes that one individual is more important than the entire office environment, then none can help. This does not mean, HR Function should keep quite. We are the custodians of people and we should be thinking about ways and means to improve the situation.

MK Saseedharan

From India, Delhi
everybody of u are so positive....ur positivity has shown so positive impact on me....i would really like to do things the way u have described here...
words seems smaller to thank u all of you guys....
thank a million...

From India, Delhi
hi,,,, i was wondering if we have any policy around "Business ethis on Formal Communication" If any plz help
From India, Delhi
Hai shilpi , Thanks for your reply,can u just guide me for the professional tax and performance apparisal system as you know,and if wrong i will guide . With Regards, A.Rajesh.
From India, Hyderabad
Hello Mr. Rajesh,
if am not mistaken u r talking about Income tax( professional tax) case it is same...then its something our accounts dept does for all employees....
and for the performance appraisal we follow 360 degree process (from top to bottom, right to left)and also competencies mapping is again a major tool we use.
had attached the file for your help.

From India, Delhi

Attached Files
File Type: xls MAPPIN MODEL.xls (105.5 KB, 39 views)

Dear Ms Shilpi,
There is a famous school of thought called 'behaviourism'. It states that the behaviour praised is repeated by a person and the frequency of behaviour ignored comes down gradually. The person whose behaviour is confronted becomes defensive.
Crux of the matter is to ignore any unpleasant behaviour till the extent it does not physically/ mentally harm anyone and praise any single act of good behaviour. This will slowly condition her to behave in desired manner.

From India, Chandigarh
Hello shilpi, Thanks for reply and iam sure that i asked about the professional tax only and thanks for the replying of performance apparisal system method. With Regards, A.Rajesh.
From India, Hyderabad
Hello Shilpi,
Behavioral therapy can be done without making it known to the person on whom you are practicing it. In my view the best possible thing which can be done is ignoring and isolating such people. Whenever you guys are into some informal chitchat and start laughing or so and if you people notice this person coming towards you eager to know what's happening, just disband everyone as per the prior agreement to do so and start repeating the treatment. This would work in my view.
And I did not like one member addressing the problem maker as PIG.. That is not a correct word to use. We can call such attitude people as Bull Dozers..

From India, Hyderabad
Dear Shilpi,
When you say that that Manager is rough with one and all, you cannot tamper with the product of God. You can only do one thing and that is to tactfully ensure the transmission of all of her acts of misbehaviour to the top management through formal complaints. If still nothing happens, some of the aggrieved employees should gather and demonstrate/agitate against her to the top brass until solution of their problems.
Although this sounds rough but this is the only alternative. In practical applications some times such steps are also resorted to, hence , do not feel shy but keep your hands safe and clean.

From India, Delhi

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