I have to issue a warning letter or a verbal waning and then give the feedback about the same to an employee, Can you please suggest me how to give them stern warning. Below are the few topic i am asked to give warnings on absenteeism, break exceeding, late logins, process violation and behavioural misconduct.
kindly provide some tips.
From India, Thane
kindly provide some tips.
From India, Thane
Hi,
Please prepare a detailed warning letter briefing the above misconducts. If any previous warning issued please refer that too.
Before issuing the warning letter make him understand about his misconduct had a great impact on the work front, his future with the Company etc. Ask him if he were a Manager how he will handle his subordinate if he/she behave so. Mere warning letter constraint the relationship further. Talk to him.. hear his views... conclude with positivity.
From India, Madras
919Please prepare a detailed warning letter briefing the above misconducts. If any previous warning issued please refer that too.
Before issuing the warning letter make him understand about his misconduct had a great impact on the work front, his future with the Company etc. Ask him if he were a Manager how he will handle his subordinate if he/she behave so. Mere warning letter constraint the relationship further. Talk to him.. hear his views... conclude with positivity.
From India, Madras
Dear friend,
This is in addition to what Mr Lakshminarayanan has said. Whether verbal or written feedback, one has to be ready with the actual facts. Consider the following:
Absenteeism: - Who was absent, when they were absent and how many times they were absent. What was the impact on their department's work because of the absence.
Break exceeding: - Who took the extended the breaks, how many times it happened and what was the total delay
Late logins: - Who did the delayed login, how many times it happened, did it impact the customer satisfaction
Process violation: - Who violated the process, how many times it happened? Did it result into customer dissatisfaction? Did it impact the work of any other department?
Behavioural misconduct: - Who had abrasive behaviour? When the incident happened? Where it happened? Who were the witnesses? Was it between the employees of the same department? Was it a system flaw that resulted into conflict? Were the employees involved protecting their own turf (protecting the interest of their department"?
Before calling the employee, be ready how to give a feedback. Decide which phrases or words that you ought to use while giving the feedback. Be it ready if the employee remains defiant?
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr Lakshminarayanan has said. Whether verbal or written feedback, one has to be ready with the actual facts. Consider the following:
Absenteeism: - Who was absent, when they were absent and how many times they were absent. What was the impact on their department's work because of the absence.
Break exceeding: - Who took the extended the breaks, how many times it happened and what was the total delay
Late logins: - Who did the delayed login, how many times it happened, did it impact the customer satisfaction
Process violation: - Who violated the process, how many times it happened? Did it result into customer dissatisfaction? Did it impact the work of any other department?
Behavioural misconduct: - Who had abrasive behaviour? When the incident happened? Where it happened? Who were the witnesses? Was it between the employees of the same department? Was it a system flaw that resulted into conflict? Were the employees involved protecting their own turf (protecting the interest of their department"?
Before calling the employee, be ready how to give a feedback. Decide which phrases or words that you ought to use while giving the feedback. Be it ready if the employee remains defiant?
Thanks,
Dinesh Divekar
From India, Bangalore
If the employee belongs to the "workman" category, within the meaning of that term as is defined in Industrial Disputes Act 1947, then before issuing him warning letter, you have to give him opportunity of defence.
- Shobhit Kumar Mittal
Labour Law Advisor
8077779793, 9319956443
From India, Faridabad
- Shobhit Kumar Mittal
Labour Law Advisor
8077779793, 9319956443
From India, Faridabad
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Warning letters.doc