Hi, in my company, an employee has a problem with his seating arrangement. He is a bit religious and believes in Vastu and all. I can change his seating arrangement, but existing employees may not be ready for the change. Can anyone suggest a good solution to this problem?
Thank you.
From India, Delhi
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1Thank you.
From India, Delhi
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At an organizational level, we should preferably avoid making any adjustments based on superstitions, etc. Today, if you manage to comply once, the next time, if another employee asks for the same, it would become difficult to manage.
Regards,
Gia
From India, Pune
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Regards,
Gia
From India, Pune
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Handling Seating Arrangement Requests
Say a very straight "NO" but in a very polite manner.
If this employee is using computers, you can easily say this: "It's the System Admin seating arrangement, and it has been done in a very calculated way; hence, it is not possible to make a change in place." Today, if you say yes for Vastu, tomorrow he may come for numerology, later for good timing, and so on and so forth. This will encourage other employees to also ask the company to favor them based on their superstitions. Make a clear statement on "NO" and ensure you don't comment on his religious/belief/faith front. Clearly phrase your words and give it straight; don't try any negotiation even if the employee tends to do so. Handle this with care.
Ensure there is a single line break between paragraphs.
Regards,
From India, Madras
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Say a very straight "NO" but in a very polite manner.
If this employee is using computers, you can easily say this: "It's the System Admin seating arrangement, and it has been done in a very calculated way; hence, it is not possible to make a change in place." Today, if you say yes for Vastu, tomorrow he may come for numerology, later for good timing, and so on and so forth. This will encourage other employees to also ask the company to favor them based on their superstitions. Make a clear statement on "NO" and ensure you don't comment on his religious/belief/faith front. Clearly phrase your words and give it straight; don't try any negotiation even if the employee tends to do so. Handle this with care.
Ensure there is a single line break between paragraphs.
Regards,
From India, Madras
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GRIEVANCE HANDLING.doc
Grievance Handling & Discipline.pdf