How Should I Handle an Employee's Resignation After Theft Despite Their Good Performance?

Respected Nabanita,

I am an MBA fresher currently associated with a company as an HR trainee. I have a question: how can I deal with a situation where a branch problem arises relating to the resignation of an employee who has stolen but has a good performance record? What steps should I take?

With regards,
Gourab Mukhopadhyay

Please find my suggestions for your consideration.

- Theft and other disciplinary cases are often repetitive. Please probe for any repeats of such actions in the past roles held by the employee.

- What has been the current condition of the employee, both in terms of financial and behavioral?

- A sudden slip-up may be treated with a rebuke and warning. Even though such behaviors are signs of weakness that surface during emotional-pressure phases.

- When an individual is insecure about their resources, they may succumb to such actions. Please identify the triggers to resolve this from the root.

- If possible, please share the entire incident with case facts and the steps taken so far. I request this, as often an employee may not realize the difference between misplacing a company property and using it as their own.

- Finally, what about the environment of your firm? Are you working for a firm that is stringent and micromanages? Often, such an environment instigates a dissatisfied employee to vent their frustration with such actions. If the root cause lies elsewhere, no amount of disciplining can cure such behavior.

Looking forward to hearing from you.

My views are different from Cite Contribution's. Performance and integrity are two separate things, and one cannot compensate for another. Any integrity issue has to be dealt with sternly. Therefore, I recommend you conduct an inquiry, and if the culpability of the offender is established, then take the strictest action, possibly including termination.

If you do this, it will send a signal to everyone about what your management values. If you give leeway now, it will set a wrong precedent, and such issues will continue to occur.

Issues of Integrity

Issues of integrity must be addressed seriously. It is easy for a lame-duck Prime Minister to turn a blind eye to the corrupt practices of his ministers under the pretext of coalition politics. However, let me remind you that a business cannot be run like a politician.

Today, we discuss corruption. But ask a middle-aged person, and he/she will tell you that the seeds of corruption were sown during the days of Pt. Jawaharlal Nehru. The seed was nurtured by his daughter, and later his grandson acknowledged that corruption is a fait accompli. Now, his great-grandson has no clue how to solve the issue of corruption because it is weakening the very fabric of the nation.

Examples from Experience

During my HR days, I encountered a situation where security personnel caught a fresher with a few office pencils. My VP immediately terminated her services. I also knew of a second instance where a very senior software professional working in an MNC was terminated as security caught him trying to remove a printer cartridge.

Organizational Culture

Don't we learn about organizational culture during our MBA? This culture is shaped by organizational communication, which is the interpretation of the actions that senior management or top management officials take.

So, how to handle this situation is the decision of your top management.

Thanks,

Dinesh V Divekar

Instead of submitting my opinion, I would like to have information from your end.

1) Please provide more details about the employee:
a) Total number of years of experience
b) Total number of years with the company
c) Salary - CTC
d) Designation
e) How old is the employee?

2) Was he proved guilty?

3) Was the stolen property recovered from him or not?

4) What is the value of the property/item stolen?

We should differentiate between good and evil. It is the evil that made good do a mistake, and good has always suffered. Any decision taken should make that employee realize his mistake and allow him to live a better life rather than making him repent throughout his life, leading him to commit suicide. This is happening in this world.

Regarding organizational ethics, discipline must be considered first, but for a small/minor mistake, we cannot hang a person till his/her death.

Kindly revert at the earliest.

With profound regards