Seeking Solutions for Employee Attitude Problems
We have an employee with a significant attitude problem. Can anyone please suggest any training programs, workshops, treatments, or suitable actions to address attitude issues?
Professional Attitude Management Consultations
Is there any place where we can find information on professional attitude management consultations in Bangalore?
From India, Bangalore
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We have an employee with a significant attitude problem. Can anyone please suggest any training programs, workshops, treatments, or suitable actions to address attitude issues?
Professional Attitude Management Consultations
Is there any place where we can find information on professional attitude management consultations in Bangalore?
From India, Bangalore
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Hi guys, thanks a ton! I am here to share that we have already completed many soft skills training sessions on leadership and office communications. However, not much has changed with the employees. I am now seeking something beyond that; perhaps professional assistance in healing therapies or advanced workshops to help transform the mindsets of the employees? Thanks in advance.
From India, Bangalore
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From India, Bangalore
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I would like to know whether your organization is incurring any kind of loss due to such employee attitude/behavior. Please remember, there is something called PROFESSIONAL ATTITUDE applicable at the WORKPLACE, irrespective of the problems associated with PERSONAL LIFE, as we are paid for specific tasks/assignments. No organization will entertain those employees whose ATTITUDE doesn't match with the ORGANIZATION's WORK CULTURE/ETHICS and more. Also, you will find a specific group/category of employees whose attitude will never change, no matter the training/treatment/therapy they may undergo. It's very difficult to handle such individuals.
I would suggest that your management should make a firm decision:
1. To terminate employees whose attitude/behavior is creating issues/problems at the workplace (spoiling work culture).
2. Recruit employees with A POSITIVE MENTAL ATTITUDE. It's a tedious process but not impossible.
With profound regards
From India, Chennai
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294I would suggest that your management should make a firm decision:
1. To terminate employees whose attitude/behavior is creating issues/problems at the workplace (spoiling work culture).
2. Recruit employees with A POSITIVE MENTAL ATTITUDE. It's a tedious process but not impossible.
With profound regards
From India, Chennai
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This is to inform you that it is an operational issue and an emerging challenge in any workplace. Addressing this promptly is crucial to ensure a positive atmosphere at your workplace.
Implementing Perspective-Building Training Programs
We need to implement a highly effective perspective-building training program to enable employees to adopt positive attitudes. Please assess the problems, identify key influencers, troublesome creators, and prepare a database for immediate interventions.
Feel free to call at [Phone Number Removed For Privacy Reasons].
With regards,
Sarkar
From India, Hyderabad
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Implementing Perspective-Building Training Programs
We need to implement a highly effective perspective-building training program to enable employees to adopt positive attitudes. Please assess the problems, identify key influencers, troublesome creators, and prepare a database for immediate interventions.
Feel free to call at [Phone Number Removed For Privacy Reasons].
With regards,
Sarkar
From India, Hyderabad
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Tips for Employees' Attitude Issues:
1. Conduct one-on-one interaction sessions to find out their problems.
2. Identify the problem creators and keep a distance (avoid interactions with others) by isolating them.
3. Focus on areas like the canteen and other interaction platforms to gather genuine feedback from trusted individuals.
4. Before training, administer a scientific questionnaire to gauge their positive/negative attitudes towards the company, individuals, or HODs (critical).
5. Consider dividing the support groups.
6. If available, seek assistance from CSR and IR members.
7. Review the issue from different perspectives to ascertain the actual facts.
From India, Hyderabad
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1. Conduct one-on-one interaction sessions to find out their problems.
2. Identify the problem creators and keep a distance (avoid interactions with others) by isolating them.
3. Focus on areas like the canteen and other interaction platforms to gather genuine feedback from trusted individuals.
4. Before training, administer a scientific questionnaire to gauge their positive/negative attitudes towards the company, individuals, or HODs (critical).
5. Consider dividing the support groups.
6. If available, seek assistance from CSR and IR members.
7. Review the issue from different perspectives to ascertain the actual facts.
From India, Hyderabad
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Yes, you can start different activities such as get-togethers, parties, and events. This will help them become more comfortable with each other, which will also bring about a positive change in their attitude.
From India, Chandigarh
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From India, Chandigarh
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Hi, thanks for all the help. Well, I was checking to see if we can do employee screenings before getting them on board. By searching the net, I came across something like corporate wellness programs, psychological and emotional wellness for the employees. I don't know if we need to get into pre-job employee screenings after the interview is done. What happens if the employee develops an attitude issue after joining, maybe after a bad day at work or after a bad decision from the manager or another colleague/employee?
At the end of the day, who is going to pay for all this if the project is jeopardized? I am not sure how the PPT trainings in the boardrooms will help to address inter-office employee/manager conflict issues that arise. Still finding a way out for these from all the sources, will keep you posted...
Regards, Vijay
From India, Bangalore
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At the end of the day, who is going to pay for all this if the project is jeopardized? I am not sure how the PPT trainings in the boardrooms will help to address inter-office employee/manager conflict issues that arise. Still finding a way out for these from all the sources, will keep you posted...
Regards, Vijay
From India, Bangalore
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I would call him in, explain attitude problems and how I would like them to be. Then give him 3 weeks to change his attitude or go look for another job. Dr. Horn
From United States, Montgomery
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From United States, Montgomery
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Dear Aries Vijay, First of all, I feel there may be errors in this particular employee's attitude, and he is neither of wrong attitude nor a bad attitude person. Nobody on earth has a hundred percent good/right attitude. Probably, the situation would have made him/her react in a different manner unexpectedly. "THE PERFECT STUDY OF MANKIND IS MAN." So my only suggestion is that you can handle this employee on a humanitarian basis. Some employees react differently when they feel that their services are underutilized. Just keep this in mind.
Regards,
R. Varalakshmi
From India, Madras
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Regards,
R. Varalakshmi
From India, Madras
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Special Issues in Training and Development - PPT 10.ppt
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