Dinesh Divekar
Business Mentor, Consultant And Trainer
Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
Shallohal
General Manager
Vmhr@rediffmail.com
Sr. Manager (p&a)
Manjunath24011979
General Manager Operations
Rahulsripro@hotmail.com
Director At Napra Solutions Pvt Ltd
+3 Others

Hello,
Here is the situation im facing:
An woman employee in the organization, a single parent is with us from past 5 months. It is easily understood that being a single parent and taking care of a lot of things is understandable. Not much issues with her work. She tries to complete it accordingly. Problem is that, she asks for permission in flexibility of work timings though she has been granted that from the very first day of work. Once, she said children school and colleges run for admissions will be late, agreed. Second, Daughters medical admissions, travel to another state need leaves, agreed. Have to leave early from work as in laws are aged and alone at home, agreed. Often changes with timings, come late or go early. but she covers 6 to 7 hours of work daily. Though at time she hurries with work which in turn affects the quality of work. But understanding her situation we have been putting up with her requests most of the time. I hardly remember saying no to her. Now mother ill. Again flexibility in time, will come late and go early. like by 10:30am to 5:00 pm.
Though we are liberal for the fact that shes a single parent and we want to be understanding and not burden her and that her reasons are valid we have been accepting it. But my MD says, we are being very liberal to her accepting to everything she says which might affect other employees. I also feel that at times because other employee come from far off and still stay late working and they make sure they complete their stipulated work timings. I feel that these employees will someday feel that shes being given a lot of liberty.
Please let me know how to tackle such situations as i feel im stuck.
From India, Bengaluru

Hi,
Kindly ask Them And Advice them the situation politely.And also She Understand Ask them take Leave for 1 or 2 months After complete Ur personal work And Rejoin In our Concern.
rg/Dinesh
From India, Tiruchi
Dear Aishwarya,
Please note the following:
a) To be a single parent (or double parent!) is the personal matter of employee. Company has nothing to do with the personal matter of the employee.
b) Every employee earns certain quota of leave. Employee is free use the leave as per the personal requirement, irrespective of the reasons to avail of leave. If the HOD is in position to spare employee, then let the employee go on leave.
c) Any kind of concessions given to the employee should be for temporary period and frequency of the concessions also should be less. Else because of inordinate concessions, there could be violation of the principal of equality and in turn, it could demotivate other employees.
d) It is important to design the measures of performance for the employee. Whatever the concessions given to the employee, there cannot be the dilution of the KRAs of the employees. It appears that this woman employee's KRAs are not defined properly and if defined, measurement is not done properly.
e) Let me quote personal example. Within our acquaintances, we know a case wherein the woman employee works only up to 1500 hours. Later she comes to home and attends her domestic duties. To fulfil the loss of working hours, she works from home from 2100 hours to 2400 hours. Her company did not dilute her KRAs. Neither she has allowed her score to go down because of her domestic commitments.
f) If the administration of your company continue to yields to the demands of the woman employee then some other employee may approach with his/her demands. For how many employees you will be liberal?
Final comments: - Call the employee and let some senior explain her the importance of the organisation's culture or organisation's discipline. Her domestic issues cannot impact her employment. Let it be told that she cannot take for granted your company's administration's pliancy. In the meanwhile, if her performance is degraded, you may issue her notice. This written notice will become a ground for you to take tougher actions against her.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Shri AISHWARYA MANJUNATH,
The First thing, what is the reason of accepting all the request of the employee? who is responsible for this? Are they interested in the employee or to the organisation? Certainly some factors are playing behind these employee`s in the name of kindness and welfare.
Kindness should not be used for one`s advantage.
Once interest is a must but not above the organisation.
have a good day...
From India, Arcot
Hi,
Being liberal is good....But, most of occasion both the managers and employees are misunderstood it.
Liberal means like riding horses. You should hold the rope and let run the horse. If it goes wrong direction you can pull your rope at right time. Here, pulling the rope at right time means lot...
Hence, be liberal and understand and let understand others about liberty.
Thanks and best regards
Kannan S.L
Deputy Manager,
Scientific Publishing services (P) Ltd
Chennai
From India, Madras
I thank everybody for your valuable feed backs.
Dinesh sir, i totally agree with your point. Let me add on, currently shes not working on any client projects. Everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do. But i feel with work or no work, this habit must end somehow. Or else they will get used to asking permissions and we need to keep granting it coz we are doing it. If it stops or reduces now we can handle it better in future. We do have informed her that she cant keep asking for this all the time. Problems never end. Like you said its her personal matter.
Mr. Rocky12 We cant ask her to take leaves for months coz she is the only content writer in our organization. That would be a tough decision to make i think :/
She wont take leave but she will alter the work timings. Our actual timings are 10:00am to 6:00pm. Shes been coming at 10:30 and leaves by 5 saying that her mother is a heart patient and anytime she can get her attack. Though it is personal, we cant close our ears right? from the day 1 one or the other reason is there with her. She says i will stay back if there is work. but when i dont have i shall leave early.
But i think its not her call to decide on that? she has work or no work, we get to decide when she comes n when she leaves right?
How do i put this across to her??
From India, Bengaluru
Dear Friend AISHWARYA MANJUNATH,
This is a frivolous issue, "everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do"
Your boss MD is fully aware of the issue, so, there is nothing to do more....
best of luck ....have a good laughing day ....
From India, Arcot
HI AISHWARYA MANJUNATH,
There mutual understand between u and employer,otherwise nothing To say
rg/Dinesh
From India, Tiruchi
I believe this issue is becoming of too special circumstances. My only suggestion is that employee must follow the HR policy and procedure. Being in HR you need to stand firm to those policies. She needed the job, thus the only way for her to get the job and do the job is to follow the policies. As much as possible, a company should not be attached to the personals of the employee. If she really wants to work in your company then she needs to follow the rules, which is equally same for all. For her personal things, she should be able to manage and not the company managing it for her.
From Bangladesh, Dhaka
Ms. AISHWARYA MANJUNATH,
Being good is being bad. Maintain win win status is better at any point of time or given point of time for the employees as well as the employer. If once you refuse her request then you can feel the heat. Take a suitable decision to utilize her knowledge or talent to the fullest level for the organisation to avoid such a situation in general.
V.Murali
From India, Madipakkam
Ms. AISHWARYA MANJUNATH
I understood the situation, I suggest the following points
1) Talented employees are not best performing employees in this world.
2) She has the better skill and hence, can judge the work content and since there is no one to do her work she is taking advantage of it.
3) This similar problem I also have seen.
Solution:
1) Since organization culture becomes first to keep up the motivational level up and to care everybody.Appoint one more junior under him to learn the work.
2) Tell her that since she has lot of personal issues she can do only checking work done by junior.
3) Talk to your MD and request to approve one more manpower as extra for another junior at her place to support her and take over the work.
4) Seek MD feed back for accuracy of work of junior over period of 6 to 8 months.
5) Tell your women employee to Mentor new junior and put as KRA to her to develop new junior.
6) Keep in touch with new employee and do not let to know the intention of his/ her employment under her, just say that we are getting more order and to speed up the work he /she is appointed.
7) Later MD can interact with junior for any work
8) Do not give any work to her and allow her to enjoy the time.
9) Ask her to work from home if possible. Work from home will not give commitment , then you know what to do.
It is important to take this step , remind your MD that " Organizational culture eats strategy for breakfast and dinner"
Today by misbehavior of one employee little issue may come i.e for breakfast but later if every one starts in dilution of good culture it affect in huge loss i.e for dinner"
Regards
Manjunath
From India, Bengaluru
Being very liberal to the employee always isn't good. It depends from situation to situation. So better be more process oriented and go along with the rules & regulations of the company
From India, Bangalore
Dear MANJUNATH24011979,
The first sentence of your post reads "Talented employees are not best performing employees in this world". This is a sweeping statement or generalisation of the highest kind. Can you please corroborate the statement?
A talent is defined as a natural ability or quality or a person who possesses unusual innate ability in some field or activity. Where originator of the post, Ms Aishwarya Manjunath, has written that the woman employee in her company, has unusual innate ability in some field?
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sir,
I seen one video where it says "it not only the talent which produce result but it is work ehics where in systematic guidelines are followed by adding attitude which produce results.
Also i read that in one article it is written that talented people will be in there own imiganisation.
I personally experienced with some one i.e if one is through in trouble shooting, for him or her it looks easy and they will keep postponing the activity where headlines are dragged little bit more. Team work was missing due to confidence in finishing work.
There will be best performance as individual performer with there own defined time line.
If what i explained is wrong and then i will correct myself.
From India, Bengaluru
Thanks a lot for everybody who pointed their suggestions on this platform. Some solution out of you're suggestions did struck my mind. Thanks again :)
From India, Bengaluru
Dear MANJUNATH24011979,
There appears to be some misgiving about having a talent. Please note that talent is neither antonym nor antithesis of teamwork or work ethics. Talent is having inborn quality. It could be inborn quality to build a team or inborn quality to negotiate or inborn quality to write the reports and so on.
Cricketers like Sachin Tendulkar or Rahul Dravid had great talent in cricket. However, they were good team players also.
It appears that you have mistaken talent means person with great intelligence. However, this is a narrow view. In the school days, when we referred some student as talented one, we meant to say that he/she had high level of grasping power or his/her score was extremely good. But then in business context this interpretation is not applicable.
Thanks,
Dinesh Divekar
From India, Bangalore
I would suggest to talk to her privately about the same because it is affecting the work and even the employees as well so once it will be a habit then even will take the work for granted, so talk to her politely but tell her the problem.
she will understand it if she have genuine issues.
From India, undefined
Dear Aishwarya,
Having allowed her concessions of time off for her personal issues on number of occasions so far, it is time to act tough now. Because she is not showing any sense of gratitude by making up lost working hours or working from home. She is perhaps availing this time concession as a matter of habit/right and does not believe that she owes to give in return to the organisation.
I think you convey to her clearly that she will no longer be given this time concession without compensating by extra work and if she she continues, pro-rata salary deduction will have to be done.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Thanks a lot Vinayak Nagarkar for your reply. Can you give me a brief on how pro-rata salary is calculated? I have heard that the actual work hours is calculated with the desired work hours and then given a result. But can you clear it to me how exactly it is done?
Thank you in advance..
From India, Bengaluru
Dear Aishwarya,
Pro -rata is calculated by dividing monthly rate of salary by 26 days to know per day salary which is further divided by 8 hours to arrive at per hour rate. Deduction will be be proportionate to no .Of days/hours of non -working/absence period in a month.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Dear Aishwarya
Can you try below suggestions which I have seen practically worked in my old organisation without arguments.
1) Put announcement in organisation that an employee is allowed to come late in month up 4 times and limited to 15 min max per late coming.
2) After 4 times if employee come late by 1 min, half day will be diducted.
2) Each diduction in leave leads to less in leave savings in leave card.
3) No leave leads to loss of pay.
4)Loss of pay leads to punctually.
Regards
Manjunath
From India, Bengaluru
There are many ways and means to meant employees. Rather than the above all suggestions try to address or solve the issue of the employee by helping her or else get a blanket exemption from the Management and not to be quoted by any other employees under any circumstances and close this subject once and for all. Otherwise, engage the said employee on part time basis and fix the hours and terms and conditions accordingly. Then there is no problems in your office from other employees.
V.Murali
From India, Madipakkam
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