Hi all,
I need your suggestion on an employee grievance issue. Ours is a young entity with just 15 employees and I head the HR dept. We boast a very open and friendly culture which is not just on the paper but is true...well almost true....One of our IT dept has a manager who is very inconsistent in her behaviour. She is extremely good technically but her people skills are almost nil...Actually she is very nice and polite to all those who are in the top or with the HR..A few months ago we hired a fresher in her dept. and this manager was expected to train her...Unfortunately for some reason she started being extremely rude to this junior and a couple of times even shouted at her in front of other employees.
We then decided to have a talk with both of them separately and subtly me and my MD warned the manager that this kind of behaviour was not acceptable and she needed to be more patient with the junior.
Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation.
Recently we hired another guy for the same dept and he is more experienced than the previous junior and is very good with his work and this manager seemed pretty impressed with him and actually gave us good feedbacks about him.
But last week the same thing started..This time though she hasn't been open with her rude behaviour but nonetheless she is being very rude to him. I saw a change in the new recruit and spoke to him and he told me she has been good all this while but suddenly she has become very rude.
My question to you is what should be done in this situation. The lady in question has been warned about her behaviour once but evidently the emotional quotient is lacking in her. She is a very important resource to us because she has been working with us since our inception and as I mentioned earlier is very good technically. As an HR I have to worry because I do not want to lose another employee.
What should I be doing in this case and what should I be advising the management? This lady obviously needs to be spoken to again but what should I be telling her again since we have already warned her once.
My MD already knows something is wrong again though he doesn't know what it is and I told him I would find out.
I shall be grateful for your insights on this and I apologize for such a long mail :)
Regards,
Padmaja
I need your suggestion on an employee grievance issue. Ours is a young entity with just 15 employees and I head the HR dept. We boast a very open and friendly culture which is not just on the paper but is true...well almost true....One of our IT dept has a manager who is very inconsistent in her behaviour. She is extremely good technically but her people skills are almost nil...Actually she is very nice and polite to all those who are in the top or with the HR..A few months ago we hired a fresher in her dept. and this manager was expected to train her...Unfortunately for some reason she started being extremely rude to this junior and a couple of times even shouted at her in front of other employees.
We then decided to have a talk with both of them separately and subtly me and my MD warned the manager that this kind of behaviour was not acceptable and she needed to be more patient with the junior.
Things seemingly went fine for the next 2 months but the junior finally quit without giving any intimation.
Recently we hired another guy for the same dept and he is more experienced than the previous junior and is very good with his work and this manager seemed pretty impressed with him and actually gave us good feedbacks about him.
But last week the same thing started..This time though she hasn't been open with her rude behaviour but nonetheless she is being very rude to him. I saw a change in the new recruit and spoke to him and he told me she has been good all this while but suddenly she has become very rude.
My question to you is what should be done in this situation. The lady in question has been warned about her behaviour once but evidently the emotional quotient is lacking in her. She is a very important resource to us because she has been working with us since our inception and as I mentioned earlier is very good technically. As an HR I have to worry because I do not want to lose another employee.
What should I be doing in this case and what should I be advising the management? This lady obviously needs to be spoken to again but what should I be telling her again since we have already warned her once.
My MD already knows something is wrong again though he doesn't know what it is and I told him I would find out.
I shall be grateful for your insights on this and I apologize for such a long mail :)
Regards,
Padmaja