Please help me in handling the below-mentioned issue:
Employee Behavior During Organizational Activities
One of our employees, whenever there is any activity or celebration happening in our organization, behaves very casually. I conducted a session with that employee and told them that this behavior is not acceptable in our organization. The employee started behaving well after that session, but after a few days, they started behaving in the same casual manner again.
What kind of action can I take against this employee so that it will not happen again?
From India, Chandigarh
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Employee Behavior During Organizational Activities
One of our employees, whenever there is any activity or celebration happening in our organization, behaves very casually. I conducted a session with that employee and told them that this behavior is not acceptable in our organization. The employee started behaving well after that session, but after a few days, they started behaving in the same casual manner again.
What kind of action can I take against this employee so that it will not happen again?
From India, Chandigarh
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Dear Murali the thing is i dont want to be harsh. Want to handle this situation as smoothly as i can. Thanx NK
From India, Chandigarh
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From India, Chandigarh
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If any employee behaves casually during the celebration and events of your company, and it is socially acceptable for all staff around, then there is no issue at all for HR. Celebration is for being casual; forget your work stress for some time, be free, and enjoy. Can you elaborate on the type of behavior displayed by that employee during such events?
Take it easy and let them enjoy. Being HR, why do we always try to control the behavior of employees at all times, while it is not counterproductive to the organization?
Looking forward to your comment.
Best regards,
[Your Name]
From India, Surat
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8Take it easy and let them enjoy. Being HR, why do we always try to control the behavior of employees at all times, while it is not counterproductive to the organization?
Looking forward to your comment.
Best regards,
[Your Name]
From India, Surat
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As I mentioned earlier, that was not just casual; it was very much so. That person behaves awkwardly, causing everyone else to start looking at them and ruining the mood for everyone. I am not able to understand how I can handle this smoothly because we have already conducted two sessions with that person regarding their behavior.
Thank you,
NK
From India, Chandigarh
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Thank you,
NK
From India, Chandigarh
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Handling Employee Misbehavior
For an experiment, you should officially instruct him not to attend an event or celebration due to his erroneous behavior. Make it known to others so that he feels embarrassed and ashamed in front of everyone. While others are enjoying the celebration, he should be at work as part of his punishment. This may help him realize that his behavior is not appropriate for such a forum. Be somewhat harsh instead of intending to handle it smoothly.
Regards,
Dilip
From India, Surat
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For an experiment, you should officially instruct him not to attend an event or celebration due to his erroneous behavior. Make it known to others so that he feels embarrassed and ashamed in front of everyone. While others are enjoying the celebration, he should be at work as part of his punishment. This may help him realize that his behavior is not appropriate for such a forum. Be somewhat harsh instead of intending to handle it smoothly.
Regards,
Dilip
From India, Surat
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People behave casually for the following plausible reasons:
1. To avoid taking up any responsibilities in the arrangements, etc.
2. To receive the attention of others and become the center of attraction.
3. Some colleagues may have enjoyed and appreciated them previously for such activities. A few people might take sarcastic comments as true and become a laughing stock unwittingly.
You mentioned their behavior improved after some training, indicating there is room for improvement. Something seems to prevent them from perpetuating good behavior—what is it? Informal personal counseling could be very helpful.
The moment they lose attention for this casual attitude, they would become normal. Any form of attention paid would encourage them to continue this behavior in the future.
As someone who interacts more with them, you are the best person to handle them appropriately.
Regards,
Ganesh Ramachandran
NLP Trainer, Psychological Counselor, Clinical Hypnotherapist, Reiki Master-Healer
From India, Tiruppur
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1. To avoid taking up any responsibilities in the arrangements, etc.
2. To receive the attention of others and become the center of attraction.
3. Some colleagues may have enjoyed and appreciated them previously for such activities. A few people might take sarcastic comments as true and become a laughing stock unwittingly.
You mentioned their behavior improved after some training, indicating there is room for improvement. Something seems to prevent them from perpetuating good behavior—what is it? Informal personal counseling could be very helpful.
The moment they lose attention for this casual attitude, they would become normal. Any form of attention paid would encourage them to continue this behavior in the future.
As someone who interacts more with them, you are the best person to handle them appropriately.
Regards,
Ganesh Ramachandran
NLP Trainer, Psychological Counselor, Clinical Hypnotherapist, Reiki Master-Healer
From India, Tiruppur
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While your observation of the casual attitude shows a keen interest and observation on your part, the problem is that you cannot do anything against this person for what you perceive as their attitude, unless such attitude disrupts or influences the rest of your staff, staff events, or performance. This is not the end of it though...
A Perceived Casual Attitude
A perceived casual attitude is normally an indication of one of the following:
• In a social atmosphere, arrogance.
Causes:
• An inability to connect socially - This could be because of underlying shyness, serious personal problems, being from another area or culture than the rest of the group, or a physical impediment that the person feels ashamed about. Remember that arrogance is normally a personal means of self-justification and a self-defense mechanism to keep others at a distance. It could also be an indication that the person regards themselves as better than the rest or feels intellectually superior to the rest.
Solution:
• Investigate - without the subject knowing (that will simply set up barriers) - what the root cause is behind the attitude.
• If it is shyness, make sure to actively include the person in the group by asking their opinion or relying on their participation in a public fashion.
• If it is personal problems, try to find out more without being intrusive - simply reassure the person that as HR, you are concerned about them.
• If it is a cultural problem, concentrate efforts on the group - in public - that in a work environment, all are equal and on the same footing.
• If it is a physical impediment, ignore the condition, but increase the pressure on the person to participate.
Boredom
It is possible that this person is simply capable of much more than they are allowed to be and finds the situation boring or menial.
• Try to assess their talents and/or aptitude, and then compare their current level of work assignment to their ability.
• It is possible that they are simply not intellectually stimulated by the environment.
• If this is the case, try to engage the person in problem-solving on their own level - challenge their intellect, and see whether that improves the situation. My guess is that their attitude will improve once they feel that they are delivering a more meaningful contribution.
If all of this fails, and you still feel that their attitude is being disruptive, put them through a conduct-counseling session, and follow the full steps to ascertain that the person does not feel that the matter is becoming constructive to their dismissal.
Hope this helps...
From South Africa, Pretoria
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A Perceived Casual Attitude
A perceived casual attitude is normally an indication of one of the following:
• In a social atmosphere, arrogance.
Causes:
• An inability to connect socially - This could be because of underlying shyness, serious personal problems, being from another area or culture than the rest of the group, or a physical impediment that the person feels ashamed about. Remember that arrogance is normally a personal means of self-justification and a self-defense mechanism to keep others at a distance. It could also be an indication that the person regards themselves as better than the rest or feels intellectually superior to the rest.
Solution:
• Investigate - without the subject knowing (that will simply set up barriers) - what the root cause is behind the attitude.
• If it is shyness, make sure to actively include the person in the group by asking their opinion or relying on their participation in a public fashion.
• If it is personal problems, try to find out more without being intrusive - simply reassure the person that as HR, you are concerned about them.
• If it is a cultural problem, concentrate efforts on the group - in public - that in a work environment, all are equal and on the same footing.
• If it is a physical impediment, ignore the condition, but increase the pressure on the person to participate.
Boredom
It is possible that this person is simply capable of much more than they are allowed to be and finds the situation boring or menial.
• Try to assess their talents and/or aptitude, and then compare their current level of work assignment to their ability.
• It is possible that they are simply not intellectually stimulated by the environment.
• If this is the case, try to engage the person in problem-solving on their own level - challenge their intellect, and see whether that improves the situation. My guess is that their attitude will improve once they feel that they are delivering a more meaningful contribution.
If all of this fails, and you still feel that their attitude is being disruptive, put them through a conduct-counseling session, and follow the full steps to ascertain that the person does not feel that the matter is becoming constructive to their dismissal.
Hope this helps...
From South Africa, Pretoria
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There is a famous saying, "praise in public and blame privately." You can call the employee to a separate place and ensure that no one is watching. After that, you can explain to him about his behavior and how the situation changed because of his activity. You can also tell him that you can take necessary action against him, but to warn him before that, you are discussing with him to maintain a cordial relationship. You can very gently but strongly express your view to him. If he realizes, leave it as it is. If not, take disciplinary action.
Regards,
P. Sivaguru.
From India, Mumbai
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Regards,
P. Sivaguru.
From India, Mumbai
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You have not mentioned the behavior. However, you can assign some responsible tasks for the event or celebration and follow up on them. During the same event or celebration, you can inform a few of his friends that he has done a good job in this event so that the message reaches him. You can also plan a few things with him before the event and ask for some suggestions. I believe this approach should bring about a change in his attitude.
Regards,
Senthilkumar J
From India, Madras
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Regards,
Senthilkumar J
From India, Madras
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If he is not showing maturity while performing duties and programs, you can proceed as follows:
STEP I - Make a personal discussion with him and explain to him how his casual attitude affects our culture.
STEP II - If no desired change is found, issue him a warning letter.
STEP III - If there is no improvement, transfer him to another department for a few days after consultation with his HOD. This will certainly bring about the required changes in his attitude.
Regards,
Mangesh Wakodkar
From India, Pune
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STEP I - Make a personal discussion with him and explain to him how his casual attitude affects our culture.
STEP II - If no desired change is found, issue him a warning letter.
STEP III - If there is no improvement, transfer him to another department for a few days after consultation with his HOD. This will certainly bring about the required changes in his attitude.
Regards,
Mangesh Wakodkar
From India, Pune
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Hi - May be a coaching report shall be done and wait for the results , if the results came against the Report - you have the choice to let go.
From Egypt, Gizeh
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From Egypt, Gizeh
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Before suggesting, I would like to know the following things. Please let me know:
- How is his work performance?
- Is he an asset to the company?
- What is his total experience, as well as his experience in your organization?
- Please let me know his designation as well.
I strongly believe that this problem is related to his ego, and after behaving in such a way, he is satisfying his ego. Additionally, I would say that he must be demotivated.
Look forward to hearing from you.
Thanks,
SN
From India, Hyderabad
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- How is his work performance?
- Is he an asset to the company?
- What is his total experience, as well as his experience in your organization?
- Please let me know his designation as well.
I strongly believe that this problem is related to his ego, and after behaving in such a way, he is satisfying his ego. Additionally, I would say that he must be demotivated.
Look forward to hearing from you.
Thanks,
SN
From India, Hyderabad
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Dear NK, I see this as a case of attention-seeking behavior. You will find people who make noise to seek the attention of the crowd. If it extends to the point where he enjoys it and others also enjoy it, then it's okay. However, if he crosses the limit and becomes annoying, then handle it in the following manner.
Steps to Handle Attention-Seeking Behavior
If the employee is disturbing others' enjoyment, talk to him one-on-one (which you already did). If he continues, remind him in front of his reporting officer. Explain the corporate behavioral norms and their impact on his image. If the behavior persists, then moderately insult him in front of everyone so he will avoid it next time.
Giving him letters and taking formal action seems like an inability of HR to handle regular cases. This should be the last option because such formal letters make a mockery of the process, the letter, and HR sometimes.
Thanks & Regards,
Sharad Patil
From India, Mumbai
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Steps to Handle Attention-Seeking Behavior
If the employee is disturbing others' enjoyment, talk to him one-on-one (which you already did). If he continues, remind him in front of his reporting officer. Explain the corporate behavioral norms and their impact on his image. If the behavior persists, then moderately insult him in front of everyone so he will avoid it next time.
Giving him letters and taking formal action seems like an inability of HR to handle regular cases. This should be the last option because such formal letters make a mockery of the process, the letter, and HR sometimes.
Thanks & Regards,
Sharad Patil
From India, Mumbai
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His work performance is average. His total experience is 2 years, and he has been with us for the last 6 months in the designation of software developer.
Issuing a Warning Letter
I want to mention that after our discussion, we decided to issue him a warning letter for misconduct. This action was taken as a verbal warning had already been given to him during his one-on-one session. Unfortunately, after receiving the letter, he started behaving very annoyingly towards all seniors. In an attempt to address this behavior, the HR person conducted a session with him, but he was very rude during that session.
His actions seem to stem from immaturity and a lack of professionalism.
Please advise on the appropriate next steps to address this situation.
Regards,
NK
From India, Chandigarh
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Issuing a Warning Letter
I want to mention that after our discussion, we decided to issue him a warning letter for misconduct. This action was taken as a verbal warning had already been given to him during his one-on-one session. Unfortunately, after receiving the letter, he started behaving very annoyingly towards all seniors. In an attempt to address this behavior, the HR person conducted a session with him, but he was very rude during that session.
His actions seem to stem from immaturity and a lack of professionalism.
Please advise on the appropriate next steps to address this situation.
Regards,
NK
From India, Chandigarh
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Thank you for the input. It is now very obvious that the said employee has decided that he does not want to work for your organization, which is why he is engaging in these activities.
Service Bond and Interest in Leaving
Is he in any service bond or has he shown any interest in leaving the organization?
If yes:
- From a business perspective, you should immediately terminate him to prevent further losses, which could be in terms of opportunities, time value, and work culture, among others.
- If you do not make this decision promptly, your organization may face the mentioned losses and more.
If the answer is no, please reply.
Thanks,
SN
From India, Hyderabad
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Service Bond and Interest in Leaving
Is he in any service bond or has he shown any interest in leaving the organization?
If yes:
- From a business perspective, you should immediately terminate him to prevent further losses, which could be in terms of opportunities, time value, and work culture, among others.
- If you do not make this decision promptly, your organization may face the mentioned losses and more.
If the answer is no, please reply.
Thanks,
SN
From India, Hyderabad
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No, he is not under any bond, but he is behaving badly. I mean, not wishing the HR person and showing attitude to them. If I go for termination, then I think it is very early. I just want him to realize that he is wrong on his part.
Thank you.
Regards,
NK
From India, Chandigarh
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Thank you.
Regards,
NK
From India, Chandigarh
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Sargi, can you exactly tell what happened and how he behaved? You have not mentioned anything about his behavior. If he is introverted and not wholeheartedly taking interest in extracurricular activities, then you can excuse him. However, you have not yet specified what he did exactly. I mean, who did the deed?
From India, Madras
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From India, Madras
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Whenever there is some celebration ro fun activity in our organization he behaves like overfriendly and create some kind of awkward moments through weird reactions and talks NK
From India, Chandigarh
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From India, Chandigarh
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I would say people like this are common in every place. They are just disinterested because they may lack motivation. What is his salary? Does this guy have an ego? How are his work abilities? Does he question organizational decisions? If it's only during organizational activities or celebrations, I think he is just lethargic. Due to the fact that your people work for almost 280 days a year or lack holidays... Maybe.
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