Mayur Shinde HR
Assistant Manager - Hr
Svsrana
Hr Head With Pmi
Sonali Neve
Hr - Generalist - Mumbai
Phanindrasai
New Dimensions
Sanjeevbakshi163
Consultation
Jagdishachutharao
Finance Executive
+6 Others

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Daer All,
Greetings!!!
I came accross one case in our org, wherein an employee is not ready to share the crital task that she handles. As in she is not ready to teach anyone about the critical activity which she takes care of. Similarly, she doesn't want to learn the tasks which are performed by other team member. This team is a very small team with just 2 employees.
She doesn't want to sit after 6:00 pm. Even if work demands.
But the activity is very critical, Now her boss is also afraid that she might leave the job if he says anything to her or might do something which will be dangerous for org at this point in time.. coz some part of our revenue comes from this dept./ activity which she performs.
I request you to share your veiws of how to handle such situation.
I just now have 1 solution to replace her, but since the activity which she performs is also very niche, therefore finding a good replacement is also a big challenge.
Regards,
Sonali - HR

From India, Pune
Dear Sonali,
This is really a serious problem faced by you and your company. Try to motivate her, check what exactaly is the problem, as you said that you are planning to replace her, try to get her in confidence and ask her to train some one else. One very easy way out is, promote her to a different/bigger role and ask her to handle a team. This might give her motivaion to train others on the said niche skills. If at all it not working, I would recommend to get rid of such problem child.

From India, Pune
Dear Sonali
1. Make the JD of that position if possible.
2. Convince your management about the matter and try to depute one intelligent employee in her position. There is a possibilities of error which as a HR Manager you must convince the concerened HOD.
3. I have faced the similiar situation and deputed one intelligent employee in that position.This require full support from interdepartment and intradepartment level.
4. Once you are able to manage this transaction she will either support the new employee or may be she resign.
5. Lot of efforts to be made by you to establish new employee
Thanks & Regards
Charanjeet

From India, Mumbai
some hr mangers is take rid only one solution replace/remove this not a good practice
many solution are there if we replace to her someone replace you tomorrow everyone come here for livelihood not u and i keep this minds before taking any action because anyone replacing or removing we should have to take consideration seniority some management also now a days use and through policies using we should have to aware that some of employee struggle from the day one to day/night to bring to thrive the company from starting foundation to stand upto the market because struggle in future will good if company delop to we will devlop when company comes in thrive devlop then management want rid of them because seniority wise to pay high salaries on them the engage them downgrade them then what he is feel then please go with smooth and understand each other and there working two employees only
we all are come here for live

From India, Hyderabad
Ms Sonali
I my opinion this is where we can bring in employee counselling and grievance handling.
May be she is unable to express something and can come out in a personal counselling session.
We have skill deficit in the present market and getting a new employee and training & placing him / her can be a costly affair.
Still things do not change then the only option left is replace with the right person.
Regards
Phanindra Sai

From India, Hyderabad
Sonali,

food for thought:

in every field we have people who are are exceptional in academics/ work...

next its a matter of choice for the person whether they want to teach or not..

i have spent 14 years working with leading companies - HCL/ VSNL/ Zamil/ American Express, i came across only 1 boss n 3-4 seniors whom i found willing to share knowledge...

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

this problem has been highlighted in MBNQA, 15 yrs back...

a performer will never be a good team player..

how to make him a good manager ?

answer suggested:

before making him a manager, ensure the said person spends some time in the role of a "trainer"

let him/ her pass their skills onto a junior employee

employ knowledge management.. its not complicated.. seen FAQs on tech support...

From India, Delhi
I concur with Mayur,Mahesh and SVS Rana. Such defensive behaviour is born out of insecurity and insecurity is often palnted by companies in the minds of employees by flaunting 'repalce or remove' baton to an efficient but reticent employees. In fact people might have palyed games on her in her previous jobs. Probably she might have been open then and might have shared her knowledge with some one who probably would have been responsiblle for easing her out of her previous job after learning the required skills. Who knows? I therefore go with Mayur,mahesh and Rana and suggest you to spend some time with her to draw her out of her cocoon. Then put her in charge of training others.If necessary decide a nice designation for her and make her feel good and induct some tech savvy and team players in the team to be trained.But don't replace her after she trains some one. If you do so she is justified in not sharing her skills or knowledge.
B.Saikumar
HR & LabourLaw Advisor
Mumbai

From India, Mumbai
Subject - Re: Insecurity among the employee
Dear Sonali
1.Keep her always in good mood - and try to find the alternative for her position
2. Divide the work so that importance will come down
3. Make her as training head - use her only for training activity.
4. Motivate her for be in the organisation at least some body learn her work
A.Jagadish

From India, Bangalore
Sonali,

I too agree with Mayur, Mahesh and SVS Rana that:

(1) try personal counselling with her. She must have herself had a bad experience or must have seen such a thing happen to her acquainted person wherein after training another employee the trainer (herself or her acquainted person) must have been got rid of by the Employer Company. So once bitten twice shy its obvious from her side to take a stand not to train someone else.

(2) Assure her that such a thing won't happen to her and

(3) have another employee trained by her.

(4) After the other employee has been trained give her a bigger task and promote her where her skills could be possibly better utilized. This will create a feeling of oneness with the Employer Company in her.

Firing her right away is not the right solution in any case.

HRD means developing the resources that we have and not straight off Replacing the resources. I do hope you understand my point & opinion. Thanks & Regards.

Mody Harish M.

BPP Co-ordinator,

KGK Diamonds Group, Surat.

(+91 97236 96738)

From India, Surat
echoing sai kumar n mody harish,
i never used payroll software so asked one of my juniors who was a manager to teach.. the fellow stood up from his seat and said alarmingly "you want to throw me out ? " am a poor man and have 2 kids and a old mother...
another incident involved the owner of a large firm, he took 5-6 years to start trusting his managers and transfer control to a CEO..
these have to be addressed with sensitivity..

From India, Delhi

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