Business Mentor, Consultant And Trainer
Industrial Relations And Labour Laws
Labour Law Advocate
"Good performer has been rubbing his/her colleagues bad way". This issue has been discussed on this forum time and again. To give a quick reply, it can be said that there cannot be trade off between "good performance" and "haughtiness".
So far you have taken steps of positive discipline. However, it appears that these are not working. Therefore, it is time to move on to negative discipline. Give him a show cause notice and tell him to explain why in spite of several reminders to correct his behaviour, he has failed to do that. If the reply is not satisfactory, then award him suitable punishment. However, do not just settle matter with mere warning letter as it will have no impact on him.
Your fears about losing the good performing employee are unfounded. If he goes, someone else will join. You should be capable to recruit a star performer as his replacement. Possibly he is also under notion that overall the company is over-reliant on him and he is indispensable. Call him to your office and give a veiled threat that price of his incorrigibility could be termination of employment with negative remarks on his "Service-cum-Experience Letter". With this kind of experience letter, where he will stand?
Healthy interpersonal environment in the company is sine qua non. Those who vitiate the interpersonal environment, must be dealt sternly, else it could degrade the general morale and once the damage is done, it will have huge cost.
20th February 2017 From India, Bangalore
21st February 2017 From India, Kannur
As you said that the employee sends sarcastic emails, on the other hand the employee may say that he had actually stated the facts. So the management needs to decide whether they are able to prove any charge or not.
23rd February 2017 From India, Kolkata