We can not give suggestion without seeing her behaviour as per my view. if she act badly with intetonaly then kick her out or if she does not then proceed ahead in possitve way.
From India, Jaipur
2From India, Jaipur
Dear Manaswita,
The best way i feel is to ignore her for a while and keep your to do list updated before she picks up an arguement with you and always try to be calm when she wants to argue on a particular issue and reply to her queries in a smart way. Iam sure one day she will be bored to come to office. Please request all your team members also to do the same thing.
Regards
Salil
Soft Skills Trainer ( HYDERABAD )
09959553957
From India, Hyderabad
The best way i feel is to ignore her for a while and keep your to do list updated before she picks up an arguement with you and always try to be calm when she wants to argue on a particular issue and reply to her queries in a smart way. Iam sure one day she will be bored to come to office. Please request all your team members also to do the same thing.
Regards
Salil
Soft Skills Trainer ( HYDERABAD )
09959553957
From India, Hyderabad
Dear Manaswita,
If possible speak to her when ever she is in nice mood, I don't think so a person is 24/7, and 365 days always in bad temper. If not try to speak to her close colleague/friend, who can convey the msg to her.
Give some time (everybody deserves a last chance) and still she Persists with the same behaviour then you can think of going to the extreme action of kicking her out.
Regards,
HR
From India, Hyderabad
If possible speak to her when ever she is in nice mood, I don't think so a person is 24/7, and 365 days always in bad temper. If not try to speak to her close colleague/friend, who can convey the msg to her.
Give some time (everybody deserves a last chance) and still she Persists with the same behaviour then you can think of going to the extreme action of kicking her out.
Regards,
HR
From India, Hyderabad
Hi
As HR haed/executive you should find out her/his basic attitude/behaviour behind this i.e domestice problem in her/his house, other related issues.
Have you any counsling meeting took with her or through any third party?
My suggestion not for this particular case but in general every HR personnel should organise yog/ meditation for there employees to create healthy & positive attitude atmosphare not in the organization but in society also.
If you are intrested yoga classes I can proved serices.
From India, New Delhi
As HR haed/executive you should find out her/his basic attitude/behaviour behind this i.e domestice problem in her/his house, other related issues.
Have you any counsling meeting took with her or through any third party?
My suggestion not for this particular case but in general every HR personnel should organise yog/ meditation for there employees to create healthy & positive attitude atmosphare not in the organization but in society also.
If you are intrested yoga classes I can proved serices.
From India, New Delhi
Hi,
there have been several complaints in different organisations of that nature here in Uganda and some in Tanzania,so dont get surprised of that,People differ so much,can u imagine others have been idenditified to have seasonal mind disorganisation.One of the roles of HR is to counsell employees whenever there is an existence of any disapproved characters,the aim is to help and retain for organisational effectiveness,if all reasonable and practicable means fail,just follow disciplinary procedure.
1. Request an informal meeting with her
2.Issue formal warning written letter
3.Issue formal warning letter the second one.
4.Just Dismiss,terminate the contract.
For more on this read the topic "Release from an organisation" in the New Edition of Armstrongs' HRM Practice Book.
Nice time.
From Uganda, Kampala
there have been several complaints in different organisations of that nature here in Uganda and some in Tanzania,so dont get surprised of that,People differ so much,can u imagine others have been idenditified to have seasonal mind disorganisation.One of the roles of HR is to counsell employees whenever there is an existence of any disapproved characters,the aim is to help and retain for organisational effectiveness,if all reasonable and practicable means fail,just follow disciplinary procedure.
1. Request an informal meeting with her
2.Issue formal warning written letter
3.Issue formal warning letter the second one.
4.Just Dismiss,terminate the contract.
For more on this read the topic "Release from an organisation" in the New Edition of Armstrongs' HRM Practice Book.
Nice time.
From Uganda, Kampala
Dear,
Whenever a behavioural occurs, all others will murmur but no one has the guts to take severe action. "Who will bell the cat" is the problem. Misbehaviour causes trouble to other sincere workers and they are unnecessarily taxed. Apart from work load burden, colleagues and managers could not tolerate such type of persons giving trouble to others. Moreover company is not a rehabilitation center to correct problematic or psychologically challenged persons. The best way is to dismiss such persons form the office and concentrate on the other important works.
Indians should give up the policy of forgiving wrong doers, enduring the troubles given by others, silently shouldering the difficulties and hardships given by others. Let us be bold to remove the splinter before the body becomes septic.
From India, Madurai
Whenever a behavioural occurs, all others will murmur but no one has the guts to take severe action. "Who will bell the cat" is the problem. Misbehaviour causes trouble to other sincere workers and they are unnecessarily taxed. Apart from work load burden, colleagues and managers could not tolerate such type of persons giving trouble to others. Moreover company is not a rehabilitation center to correct problematic or psychologically challenged persons. The best way is to dismiss such persons form the office and concentrate on the other important works.
Indians should give up the policy of forgiving wrong doers, enduring the troubles given by others, silently shouldering the difficulties and hardships given by others. Let us be bold to remove the splinter before the body becomes septic.
From India, Madurai
Dear,
She require conselling, this behaviour may be due to her family or some other problum or may be her attetude. But all this is to be done with the help of your HR team and definatele you will finf improvement in her. Even if she dont't improve, kick her out.
Regards
Dev Raj Gupta
Baddi, Himachal Pradesh
From India, Kannur
She require conselling, this behaviour may be due to her family or some other problum or may be her attetude. But all this is to be done with the help of your HR team and definatele you will finf improvement in her. Even if she dont't improve, kick her out.
Regards
Dev Raj Gupta
Baddi, Himachal Pradesh
From India, Kannur
Hi, Advise her to learn and follow the team building and counsel her, if she is having any problem through HR. And provide and ask her some good references on leadership skill. IRUNGOVEL
From India, Madras
From India, Madras
There will be a behavioural change only when there is a change in the circumstances of the resource. It could be either personal or professional. These have a very drastic and direct impact on the co workers including the resource. Before taking up a final decison to move her out consider these
1. was she the same even earlier to this
2. was there any change in the team or the roles and responsibilities
3. does she have any unattended concerns..can anything be done to address her concerns
Have a insight into these. Sit and have a one to one discussion with her. Take help of HR if required. problems do have solutions.
Raghuveer
Manager- RMG
Hyderabad
From India, Hyderabad
1. was she the same even earlier to this
2. was there any change in the team or the roles and responsibilities
3. does she have any unattended concerns..can anything be done to address her concerns
Have a insight into these. Sit and have a one to one discussion with her. Take help of HR if required. problems do have solutions.
Raghuveer
Manager- RMG
Hyderabad
From India, Hyderabad
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