Greeting of the day Seniors,
I work with a Service based company had found a specific cause for the work to get hindered.
An employee who joined a year ago due his personal reason( Love issue since many years his partner left him recently) creating much disturbance on the work which has been assigned.He tried to commit suicide recently.
Though several counsellings given to him could result in no change and took the management policies into granted and not paying anny attention.
Kindly update me a valuable solution on the above issue.
regards,
vikram
From India, Hyderabad
I work with a Service based company had found a specific cause for the work to get hindered.
An employee who joined a year ago due his personal reason( Love issue since many years his partner left him recently) creating much disturbance on the work which has been assigned.He tried to commit suicide recently.
Though several counsellings given to him could result in no change and took the management policies into granted and not paying anny attention.
Kindly update me a valuable solution on the above issue.
regards,
vikram
From India, Hyderabad
Dear Mr Vikram,
Kindly provide them training on the following topics
1. Interpersonal Skills
2. Conflict Management
3. Negotiation Management.
4. Intellectual Intelligence
5. Time Management
6. Stress Management
After all above training dont forget to take feedback from their deparments .Definitely you will find the result.
Regards
S.Mohd.Shuaib
From India, Mumbai
6Kindly provide them training on the following topics
1. Interpersonal Skills
2. Conflict Management
3. Negotiation Management.
4. Intellectual Intelligence
5. Time Management
6. Stress Management
After all above training dont forget to take feedback from their deparments .Definitely you will find the result.
Regards
S.Mohd.Shuaib
From India, Mumbai
you have already tried several rounds of counselling
it has not worked.
being an old hand at the company, he has assumed that no one is going to take action against him.
First, the senior management needs to call him and appraise him that he is under watch due to non performance, deliberate disturbance and failure to work efficiently. The management needs to make it clear that while they support him in his problems at home, it can not be at cost of the business of the company.
If the situation does not improve, you need to first consider moving him to a different function
and finally you need to consider terminating him else you may have others following his footsteps in not doing their work.
From India, Mumbai
it has not worked.
being an old hand at the company, he has assumed that no one is going to take action against him.
First, the senior management needs to call him and appraise him that he is under watch due to non performance, deliberate disturbance and failure to work efficiently. The management needs to make it clear that while they support him in his problems at home, it can not be at cost of the business of the company.
If the situation does not improve, you need to first consider moving him to a different function
and finally you need to consider terminating him else you may have others following his footsteps in not doing their work.
From India, Mumbai
Dear Vikram,
My answer would be a little off-beat. Have you researched on Employee Life cycle and its challenges ? No matter how efficient talent you hire, its bound to be hit by life-cycle issues.
A great salesman can get spawned into a trap of EMIs and loose his disposable income .
Similarly an unmarried lady employee would eventually go the family way and require support from the organisation to take her career ahead !
Before we dig on what happened to the employee, please share the supporting measures that you have. We have already heard about the counselling and the supportive bosses.
Here's a blunt question for you. Is the counsellor trained on managing divorce, debt-traps and break-ups? I know many professional psychiatrist who still doesn't see this as a challenge. Most of us are least prepared for any mishaps, let alone arming ourselves to deal with it.
Please review and make sure your work environment is de-risked of these challenges . Remember, any talent can slip into such a situation. Its entirely upto us, to help them or isolate them.
Suicidal cases are not rare at the work places. Check on the clinical counselling help that you need to build. Please don't rely on regular counselling. It isn't equipped to deal. I know quite a few firms who offer this as a service to the top MNCs.
What would work in your situation, we can understand if we discuss further .
From India, Mumbai
My answer would be a little off-beat. Have you researched on Employee Life cycle and its challenges ? No matter how efficient talent you hire, its bound to be hit by life-cycle issues.
A great salesman can get spawned into a trap of EMIs and loose his disposable income .
Similarly an unmarried lady employee would eventually go the family way and require support from the organisation to take her career ahead !
Before we dig on what happened to the employee, please share the supporting measures that you have. We have already heard about the counselling and the supportive bosses.
Here's a blunt question for you. Is the counsellor trained on managing divorce, debt-traps and break-ups? I know many professional psychiatrist who still doesn't see this as a challenge. Most of us are least prepared for any mishaps, let alone arming ourselves to deal with it.
Please review and make sure your work environment is de-risked of these challenges . Remember, any talent can slip into such a situation. Its entirely upto us, to help them or isolate them.
Suicidal cases are not rare at the work places. Check on the clinical counselling help that you need to build. Please don't rely on regular counselling. It isn't equipped to deal. I know quite a few firms who offer this as a service to the top MNCs.
What would work in your situation, we can understand if we discuss further .
From India, Mumbai
Dear Ms (Cite Contribution),
I was using this cite only to check and promote my business all along.. But your reply to this post made me rethink my approach.. I really appreciate you for sincere advice given to Mr Vikram.. Keep up the good work..
Dear Mr Vikram, tell me your location and I will refer you to a support person in your location.
From India, Bangalore
I was using this cite only to check and promote my business all along.. But your reply to this post made me rethink my approach.. I really appreciate you for sincere advice given to Mr Vikram.. Keep up the good work..
Dear Mr Vikram, tell me your location and I will refer you to a support person in your location.
From India, Bangalore
Dear Vikram,
As important the "Work-Life balance" is in personal life for everyone; it is also important in the professional life of the supervisors. You need to decide how much you can get involved into his personal life (Depends on your processional relation, friendship, & availability). This also depends on your organization size (Big MNC’s can afford some extra facilities like contracted counselors, but a small service firm may not be able to afford it).
The more you try to become personal to him, the more understanding he would be expect from company. The more you remain professional, the more he will have to do so as well.
Counseling is needed, but during these discussions you should keep your view as professional as possible. You need to keep the counseling focused on improving his work attention/involvement & not to cheer him up for a good life. You can surely ‘suggest’ some external counseling for his personal help.
When you say that "Though several counseling given to him could result in no change and took the management policies into granted and not paying any attention." Then you have to move forward from just counseling to some disciplinary action. It does not mean you have to let the employee go, but to bring him to reality some harsh awakening might be needed. (Don’t put him in 'losing his job' dilemma, but you can start with a short & clear verbal message/warning.) I think the suggestions made by Saswata are right on track here.
I believe soft skills trainings at this time may not be able to influence him much, as he will not be in a state to absorb any learning from them. Sometimes people just need time & respectful attention from surrounding & they come out of such issues on their own.
Are you in a HR role in company, or just his supervisor? If not HR, then please involve HR into all the discussions with employee henceforth, as suicide attempt is an offence per Indian law & you might be enquired by authorities in case of investigations (Even about your counceling). These investigations may disturb the other employees, but HR would be able to handle them wisely, so the impact is minimal.
Most importantly, try to avoid to mention his personal issues 'outside cabin', even with management peers for guidance. The more sympathetic the organization becomes towards him, the more difficult it will be to bring him back to his good work-rapport again.
Best of luck!
Best Regards,
Amod Bobade.
As important the "Work-Life balance" is in personal life for everyone; it is also important in the professional life of the supervisors. You need to decide how much you can get involved into his personal life (Depends on your processional relation, friendship, & availability). This also depends on your organization size (Big MNC’s can afford some extra facilities like contracted counselors, but a small service firm may not be able to afford it).
The more you try to become personal to him, the more understanding he would be expect from company. The more you remain professional, the more he will have to do so as well.
Counseling is needed, but during these discussions you should keep your view as professional as possible. You need to keep the counseling focused on improving his work attention/involvement & not to cheer him up for a good life. You can surely ‘suggest’ some external counseling for his personal help.
When you say that "Though several counseling given to him could result in no change and took the management policies into granted and not paying any attention." Then you have to move forward from just counseling to some disciplinary action. It does not mean you have to let the employee go, but to bring him to reality some harsh awakening might be needed. (Don’t put him in 'losing his job' dilemma, but you can start with a short & clear verbal message/warning.) I think the suggestions made by Saswata are right on track here.
I believe soft skills trainings at this time may not be able to influence him much, as he will not be in a state to absorb any learning from them. Sometimes people just need time & respectful attention from surrounding & they come out of such issues on their own.
Are you in a HR role in company, or just his supervisor? If not HR, then please involve HR into all the discussions with employee henceforth, as suicide attempt is an offence per Indian law & you might be enquired by authorities in case of investigations (Even about your counceling). These investigations may disturb the other employees, but HR would be able to handle them wisely, so the impact is minimal.
Most importantly, try to avoid to mention his personal issues 'outside cabin', even with management peers for guidance. The more sympathetic the organization becomes towards him, the more difficult it will be to bring him back to his good work-rapport again.
Best of luck!
Best Regards,
Amod Bobade.
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#Subject List: senior management Country-India soft skills disciplinary action indian law hr role suicide attempt non performance lady employee disposable income work environment employee life cycle City-India-Hyderabad
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