Dinesh Divekar
Business Mentor, Consultant And Trainer
Anil.arora
Administration Head
Hardeep
Scalper :-)
Cite Contribution
Community Manager
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
+2 Others

Thread Started by #Divya Chandarana

Dear (Cite Contribution),
I am currently working in xyz BPO as a Assistant Manager-HR.
Couple of months back i had a team member who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation.
This employee has joined 'ABC' as an onboarding co-ordinator recently.
To avoid employment verification she has informed her current co that she is a fresher.
The candidate has extremely bad attitude.She due to being terminated has posted extremely negative comments about me on the face book.
I am not sure in this case if i should inform the current company about this and how to go about this.
Request your guidance on the same.
Regards,
Divya Chandarana.
4th September 2013 From India, Madras
Dear Divya,

Thankyou for sharing your concern with us. I have changed the names of the firms to ensure your privacy.

I find two different concerns in your post. First the employee fudged her work history and second the damage she tried to bring to your reputation on Social Media.

Here's what I would suggest:

- Do you have a screen shot to the messages posted by the employee in the Social Media?

- If you write to her current employer, stating that she worked with your firm earlier and was terminated, what are the possible outcomes that you may find?

- She being terminated may not solve the problem, as she will continue the fudge the document and be employed where you cannot trace her.

Under such circumstances, what would be your best resort?

What would you focus on now? Informing the employer about the misrepresentation of the data or the threat that they might stand from her behaviour?

This may seem far stretched now, but what are the corrective measures that you would want to bring in ?

You must speak to her reporting manager with the proof to the situation you shared. However, I suggest, you identify the steps that must be taken to avoid a similar situation .

Lets believe that the employee is willing to improve and develop. Punishments will remain half baked, unless you ensure correction.

We are not expecting the employee to realise what was done to you. We just want her not to harm anyone in future.

The employee in question have already been terminated. Even the new job is a demotion, as she had to join in as a fresher. What would be your suggestion to build a better future for her?

I request our experts to share views and guide us on this .
4th September 2013 From India, Mumbai
Dear (Cite Contribution),
Find below the facebook posting done by the ex-employee
"Divya was tagged in a status.

I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs...."
I was completely startled on this comment.
I am clueless of how to go about this.
Completely uncertain about how to get in touch with her reporting manager etc.
It would be easier if we have any employees from the co on cite hr so that we could share this information with them.
Request your guidance on the same.
Regards,
Divya
4th September 2013 From India, Madras
Dear Divya,
Thankyou for sharing the message. It was purely vile. Spreading malice in Social media can amount to cyber-bullying.
We have few options to us, we can connect with the HR of her current employer and leave an open request for investigation and correction.
An apology is important as it will teach others a lesson too. However, it might also instigate them to act surreptitiously and cause a greater damage.
We need a failsafe solution. This attack was done on your personal Facebook Page. Hence , it wouldn't make much sense to lodge a complain with your employer.
I am mailing this post to my mentor. I wish to hear his thoughts and find his guidance on this.
Thankyou once again!
4th September 2013 From India, Mumbai
Dear Divya,

If your image is tarnished in the social media then I recommend you approach the cyber branch of the police and file a police complaint against her. Talk to your lawyer and file a libel suit against that ex-employee.

If the police investigation starts, her company will come to know automatically. Further it is their call on how to handle her case.

Of course, what I am saying is tedious to you also. In India judiciary moves at snail's pace. But then sometime you need to teach lesson . If court can order to pay Times Now Channel INR 1,000 million, then you ask for INR 1 million at least.

Possibly taking clue from this case, Shekhar Gupta has slammed suit of Rs 500 Crore against Vinod Mehta!

All the best!

Dinesh V Divekar
4th September 2013 From India, Bangalore
Dear Nabomitha,
Thanks for your revert.
Just want to add that this employee was selected at another MNC BPO and since we had such bad experience with her i was just honest on the ref check because of which she was denied the job
She worked with us only for 3 month period .We regret our wrong decision of hiring her.
As her TL i tried all that i could to help her but their was NIL initiative from her.
I was forced to take a decision on her due to the above mentioned reasons.
After this i have not been in touch with her.
Hope you would understand how bad it feels.
Pls help me on this.
Regards,
Divya
4th September 2013 From India, Madras
Dear Nabomitha & Seniors i am awaiting a revert from you. Reagrds, Divya
5th September 2013 From India, Madras
Dear Divya,

Please find the message from my mentor Samvedan:

Here's my take.
  • Its safe to infer that bad mouthing on FB is due to deserved but undesired termination.
  • The termination was justified.
  • In the normal course, I would NOT bother if the concerned party has been dishonest in hiding inconvenient information to secure new employment.
  • But in the instant case, perhaps in the name of "freedom of expression" it is WRONG for the party to use the FB to malign past HR or anyone for that matter.
  • I would simply write to the defaulting person (without any reference to the context) to "apologize" and delete the concerned comments from FB within a defined time frame, say ONE WEEK.
  • If I do not see compliance to my request in the given time frame, than I shall (and I will be justified to) write to Accenture HR (for what it is worth) about lack of integrity and dishonesty of the concerned employee (offering but NOT handing over proof of employment and cause of termination at this stage) to Accenture.
  • If Accenture acts professionally the HR function in general will be well served. If they ignore, we know some more black sheep in our profession and thereafter having done the ethically right thing, I will withdraw completely from the situation as it is unwise to remain involved in such energy sapping issues beyond a point of time anyway!

Trust, you have received what you were looking for!
5th September 2013 From India, Mumbai
I buy the above suggestion and wonderful response by Mr Samvedan but believe she must not be bothered much with these things..

Instead of taking it further you may have deleted/reported the comment and un-tagged yourself immediately, and I dont think these things seriously can effect your public image because the people/friends (and common friends) who knows you, knows you better then her, so the statements and comments she has posted against you wont matter to them or to your public image...

The second step which may fuel it further but I believe could be an important step to let her know about her comments /statement and immature furious action against you on a social/public site.

-By replying "Termination was a deserving action for the candidate like her (without addressing her/name) and to badmouth instead of being guilty, accepting mistakes and to take the corrective steps to mend her ways, shows her immaturity, candidate, personality and lacks professionalism"

if you still feel like she needs a lesson, it is really important to share her work history with her new employer like above Seniors/experts ha suggested, and let her face the consequences of her mistakes professionally and socially. Because she has not done wrong to you, but to the new employer too by hiding her work history/employment with your company.
5th September 2013 From India, Gurgaon
Dear Divya

Hope you would not mind my views, which are contrary to what has been stated till now.

You were instrumental in her termination; on grounds stated by you as;

"who had to be terminated in the third month on grounds of non peformance, Bad attitude and due to uninformed leaves in probation."

I understand, its easy to terminate an employee during probation. However, it may appear to be an extreme step :

non-performance - depends to a large extent on how much or how well a person (apparently a fresher) has been trained;

bad attitudes - is primarily SUBJECTIVE

uninformed leave - by that I understand to mean leaves without prior approval - one could have examined thee reasons and counselled the person.

Moreover. there are several stages of Corrective Action including Warning, which I think were not taken. Instead of all these, since the supply exceeds the demand; the easier way of TERMINATION must have been taken.

Now; one can understand that this person does hold a grudge or grievance.

Are you still in touch with her ?? How did you add her as "FRIEND" in Facebook ??



I am very sure, if one is not in someone's Friend's list, that person can not be tagged.

She has TAGGED you in the status with the following comment :
"I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs...."
The only offending part appears to be : "At least hereafter don't play with others life and career which is important just like urs...."

Actually, It is more of an expression of HURT than offence. Such messages are just an expression of her earlier frustration on losing her job - (which could have been avoided).

It is very easy to terminate the services of an employee and condemn him/her for life.

She is doing well and PERFORMING in a good company - and that is what she wants to convey to you.

The best you can do is to, UNFRIEND or BLOCK her; which will disable the TAG; and in future too, she won't be able to TAG you in comments/posts or pictures.

In fact, it is surprising that how you have still continued to have her in your friend's list ??


Unless, if you"ll excuse me; the reason is to keep a tab on her; and to observe how she is doing

By being vindicative and revengeful, you will only be JUSTIFYING her comments or impression about you.

Sometimes, or rather, always; it is beneficial to be gracious and forgiving.

Warm regards.
6th September 2013 From India, Delhi
Hello Divya Chandarana,

Raj Kumar has come-out with ABSOLUTE GEMS--food for IMMEDIATE action @ your end.

Here's some food for 'thought', meaning self-introspection by you.

The termination action by you--which YOU THINK was 'deserving'--does seem to have been PERCEIVED from a 180deg view [i.e., absolutely NOT deserving] by the employee--WHY?

And when she posted whatever she did on your Facebook account, she must have felt the same way YOU DID when she was terminated--except that the roles are reversed now.

Do you think this calls for any sort of self-introspection--meaning: is there the REMOTEST chance of you CONTRIBUTING to her opinion about you? Just give this a thought. In this context, pl note that I AM NOT saying you did this or that WANTONLY. Many times we do something WITHOUT either knowing or realizing the consequences--after all, that's Human nature. And I am also NOT supporting what the lady did on your Facebook page--like the saying goes: "Two Wrongs DON'T make a Right".

Coming to the specifics about her termination, you haven't mentioned ANYTHING about the PROCESS adopted. Like Raj Kumar mentioned--''the easier way of TERMINATION must have been taken'.

Were there any counselling sessions to get to the root of her problem/reason(s) for non-performance? The Best-case-Scenario answer seems to be: NOT sufficiently enough to make a difference. This is NOT TO SAY that every such sincere effort towards elevating the performance levels of an employee would bear fruit--but at least the process & effort MUST BE THERE for all to see.

You mentioned that you did all that you could do 'as her TL'. If you didn't find any improvement, was the matter referred to HR? If Yes, what was the result? If No, why not? Strictly speaking, such issues go into HR's domain automatically beyond a point--since they are 'supposed' to be better equipped to handle them.

And there's one pertinent point in this ex-employee's Facebook posting: she is targeting YOU & NOT THE Company. Does this point to anything?

Now let's look @ this scenario purely from a Human Psychology point-of-view. You mentioned 'I was completely startled on this comment'. IF you are ABSOLUTELY CLEAR in your conscience that you did whatever BEST you could do AND needed to be done, why should other's comments/remarks be a cause for any unhappiness INSIDE you?

Here I am NOT judging--but basic psychology indicates that there must have been something ELSE than just non-performance between both of you. The feelings like disappointment/unease/unhappiness arise ONLY when there WAS SOME INITIAL EXPECTATION at the sub-conscious level between BOTH persons. It's only in such scenarios that the negative/hurt feelings you mentioned come-up to the fore--this also includes what the other lady mentioned in YOUR Facebook page too. But what she does or doesn't do is NOT in your control & NEITHER IS IT your problem. That's for HER to figure-out & resolve.

As far as I can see, just follow what Raj Kumar mentioned: Disable the Tag. And then move on.

Quite often, something which we don't realize in the heat of the moment, just LETTING GO is the sure-shot solution. But that's something that's easier said than done.

All the Best.

Rgds,

TS
6th September 2013 From India, Hyderabad
Dear RajKumar,

The employee was given several warnings on her performance and attitude by me and the Management.

As regards training her is concerned ,i was trying to help her all possible ways and mentoring her but she was not ready to put in efforts at all.

As per our policy we check the candidate performance for 3 months before deciding.

I had already received several feedback from management as well about her but i waited to check if she would improve.

By uninformed leaves i mean a leave of 45 days without any information.

She was not even bothered to answer calls from us.

She approached us back only after her salary was put on hold.

As far as adding her as friend is concerned i had done that when she was working with us.

I did not have any personal vengeance or a thought in mind to unfriend her after she was terminated from the co.

I am sure you would understand no TL would be happy terminating their team member but sometimes we have no options.

Anyways thanks for taking your time to share your views!!!!

Regards,

Divya
6th September 2013 From India, Madras
Dear Divya,
You have specifically written the name of the person from whom you need answer of your query, means you don't want suggestions form others. It shows your side too.
Writing bad on social media about someone is wrong no one will appreciate this but will you please answer yourself that how you know that much about the terminated employee?.. why you are following her so much? like where she joined and as what? why she is in your social media group?.. In three months of her job period on your company what corrective measures you have done to improve her performance?, how she knows that you wanna reached where she reached today? why she attacked you personally not the company?
Ask yourself and don't follow her just block her in your social media let her live, if she is not worthy then that will be in picture in new organisation.
Don't take it into heart -- just take it into mind.
Chill HR
6th September 2013 From India, Gurgaon
Dear Divya,
You have found many suggestions. I am sure, you have your plan of action right now. I echo Samvedan, and request you to put a formal email to the employee in question asking for an apology and assurance of no such actions in future.
Do offer her a week's time to revert and mention it in the email, that if she doesn't, her employers would be informed about her actions.
This should mar a closure to this incident.
6th September 2013 From India, Mumbai
Dear Divya

I thank you for your prompt response.

Since you tried your best, and, 45 days absence in a span of 3 months, is a bit too much too condone; it stands to reason that her termination was inevitable. One wonders though, how come she could not see it coming; or blame some one else (you) for something that was entirely her (un)doing.

Moreover, you have stated; "Just want to add that this employee was selected at another MNC BPO and since we had such bad experience with her i was just honest on the ref check because of which she was denied the job".

She is feeling further aggrieved that you gave her a negative reference, thus she was denied the job in an MNC BPO.

Now, this time you have rightly come to the conclusion that she has not shown her tenure with you; because there was no reference check request made to you !!!

As already suggested by (Cite Contribution), you can send her a mail letting her know that it was entirely her performance and unauthorised absence which led to her termination. You still thought of her as an ex-colleague, and continued to have her in your Friend's list; and you are happy that she has joined a good organization which appreciates her performance.

You can then request her to remove the offending comment. You can follow it up after a few days.

Alternatively, after repeated request if she does not comply; you can REPORT to Facebook through the report option.

You also have the liberty to UNFRIEND or better still; BLOCK her id.

If you find the above, inadequate; you can go ahead with other, more severe or vicious - deliberately cruel, actions. Like complaining to her current Employer that she has not disclosed her 3 months tenure with your company - where she was absent for half the period - thus effectively working for about a month and half.

In her expression of jubilation - happiness and triumph, she has placed herself in a vulnerable position; so your action depends entirely on your personal disposition.

However, other than the above, libel or defamation case may not stand, as there is insufficient ground for that. The comment may appear unpleasant, but will not make a good case for libel or defamation ;
"I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organisation...Thank you so much Divya Chandarana just because of your good intention....i missed an opportunity.... but got placed another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats other with the love what they have for themselves. At least hereafter don't play with others life and career which is important just like urs.... "

attribution https://www.citehr.com/470220-ex-emp...#ixzz2e5zqWTnA

One would still tend to think that it would be best, not to feel hurt at such comments; and to forgive and forget. After some time, you will appreciate yourself for this.

Warm regards.
6th September 2013 From India, Delhi
Quite an interesting discussion and very good points. "Social Media " can be a very dangerous pit as many people / companies are increasingly finding out...

However, I'd like to add some caveats.. while ALL of us , no doubt, would like to right and fair- and give anyone all opportunities possible to "improve" - business imperatives dictate otherwise. That is why we have " ship up or shape out " policy And , generally, it is HR who has to manage this task, Howsoever skilfully done, it will still lead some bad taste - which is what is showing up here.

Secondly, the same terminated employee may be performing well elsewhere - work conditions, parameters, circumstances, environ, superiors all may differ. In fact, in " adversity lies opportunity " .. which this worker seems to have validated and is now communicating, albeit in a harsh manner and in a public forum.

If I was Divya I'd perhaps

1) Simply reply back to the worker on the same forum congratulating her about the opportunity she got and wishing her the best. That will show all the maturity Divya has to handle such situations publicly.

2) Send her a PM pointing out that her adverse public comments could only harm her career in the future since no one would like to hire her if they start fearing she'd badmouth them in the future. Perhaps some " common friends" could send her similar PMs, asking her to delete the message for the furtherance of her own career.

3) I think this should be sufficient. If she persists, Divya could/ should simply unfriend her and move on.... there are plenty adverse comments and discussions happening on all these Foras and taking the legal route is a very nebulous one, to say the least.If she wants, she can bring these comments to the attention of her Management - since it is their company which is being impacted after all - and let them take a further call.
18th September 2013 From United States, New York
Hi Divya,
It is said that "Good living is the best revenge".
Yes.... just 'un-friend & block' her as suggested in above post.... Then she will not be able to see your profile, or comment it.
The more you try to involve / correct this matter, the more it will complicate.
People who try to put sarcastic comments on social media, generally do not dare to go beyond that..... Cut them off your life & you can live in peace again.
As far the new job is concerned, let the new employer worry about that.... If their profile matches her personality, then no harm done! Else, they will serve her what she deserves....
bypass such incidents, & focus on your primary concerns in life, which I am sure are different & more important....
Best Regards,
Amod Bobade.
17th July 2015
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