Please advise me that can we display photographs of workers on the notice board when they make mistakes at work.
From India, New Delhi
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From India, New Delhi
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Dear Vohraa, Employees do commit mistakes while working. A few workers mend their ways after counselling, a few others after punishment, however, a few others remain incorrigible even after counselling or punishment also.
Probably you wish to take action against the third category of employees. However, displaying a photo of the worker on the notice board for committing mistakes while working is nothing but humiliation. No evidence is available that shows people correct their behaviour after making them lose their prestige.
Yes, error-free work is an absolute necessity. Customers expect defect-free products or services. To meet their expectations, maintaining 100% quality is important. But then to do this the right way is to recruit the right people or educate or train them. India has world-class companies like TVS that have placed a heavy emphasis on the quality of the work. Nevertheless, these companies became par excellence without humiliating their workers.
Initially, a photo on the notice board may embarrass a worker. Nevertheless, when a few others too join his bandwagon, it will become a norm and such workers could rationalise with the new method of punishment. What to do then? Have you thought it of?
Thanks,
Dinesh Divekar
From India, Bangalore
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8038Probably you wish to take action against the third category of employees. However, displaying a photo of the worker on the notice board for committing mistakes while working is nothing but humiliation. No evidence is available that shows people correct their behaviour after making them lose their prestige.
Yes, error-free work is an absolute necessity. Customers expect defect-free products or services. To meet their expectations, maintaining 100% quality is important. But then to do this the right way is to recruit the right people or educate or train them. India has world-class companies like TVS that have placed a heavy emphasis on the quality of the work. Nevertheless, these companies became par excellence without humiliating their workers.
Initially, a photo on the notice board may embarrass a worker. Nevertheless, when a few others too join his bandwagon, it will become a norm and such workers could rationalise with the new method of punishment. What to do then? Have you thought it of?
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi,
Do not shame workers; it is not good and serves no purpose. It may lead to a revolt that could be difficult to stop once it ignites. Instead, communicate with them in a way they understand, counsel them, but avoid shaming them.
Thanks and Regards
From India, Hyderabad
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Do not shame workers; it is not good and serves no purpose. It may lead to a revolt that could be difficult to stop once it ignites. Instead, communicate with them in a way they understand, counsel them, but avoid shaming them.
Thanks and Regards
From India, Hyderabad
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Dear Mr. Vohraa,
Can you display photographs of employers/top-level managers on the notice board when they make mistakes at work? Because all humans and robots can make mistakes. God has not made anyone perfect on this planet. If someone makes a wrong move, they need encouragement, guidance, and support, not a reprimand.
Hope you got the answer.
Regards,
Mohan Nair.
From India, Mumbai
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Can you display photographs of employers/top-level managers on the notice board when they make mistakes at work? Because all humans and robots can make mistakes. God has not made anyone perfect on this planet. If someone makes a wrong move, they need encouragement, guidance, and support, not a reprimand.
Hope you got the answer.
Regards,
Mohan Nair.
From India, Mumbai
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Dear Mr. Vohra,
Perhaps this idea has come from recent tyrant tactics by some high-headed politician?
First, you can't implement any punishment/disciplinary practice that is not in accordance with the Standing Orders/Rules of your company.
Secondly, stigmatization and shaming fundamentally violate one's right to dignity.
Third and importantly, you can impose a penalty for a defined and published list of MISCONDUCTS and for MISTAKES only after following the Principles of Natural Justice.
Regards,
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Perhaps this idea has come from recent tyrant tactics by some high-headed politician?
First, you can't implement any punishment/disciplinary practice that is not in accordance with the Standing Orders/Rules of your company.
Secondly, stigmatization and shaming fundamentally violate one's right to dignity.
Third and importantly, you can impose a penalty for a defined and published list of MISCONDUCTS and for MISTAKES only after following the Principles of Natural Justice.
Regards,
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Dear Mr. Vohra,
Humans tend to make mistakes and nobody is perfect. They say, "Every mistake is an experience. We learn something from our mistakes." Instead of displaying their pictures on the notice board, counsel them and advise them not to repeat the mistakes. Displaying pictures on the notice board also makes them feel bad about the organization.
Spreading positivity inside the organization will, in turn, motivate your employees to grow.
Best Regards,
Swathi
Chennai
From India
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Humans tend to make mistakes and nobody is perfect. They say, "Every mistake is an experience. We learn something from our mistakes." Instead of displaying their pictures on the notice board, counsel them and advise them not to repeat the mistakes. Displaying pictures on the notice board also makes them feel bad about the organization.
Spreading positivity inside the organization will, in turn, motivate your employees to grow.
Best Regards,
Swathi
Chennai
From India
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Dear Vohraa,
As per your concern, we should take actions against any mistakes or misconduct by employees, but in a proper way. Otherwise, it will create a negative environment among all staff and indirectly affect the organization's business. Currently, we have one software for discipline deviation, such as grooming, policy deviation, sleeping, and using mobile phones. We enter daily discipline data in the software, which will send an email to the particular employee as well as their Head of Department (HOD). This process aims to instill a sense of accountability among employees. If someone consistently breaks rules and regulations, we can take strict actions against them.
Please feel free to reach out if you have any further questions or need clarification on the process.
Best regards,
[Your Name]
From India, Vadodara
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As per your concern, we should take actions against any mistakes or misconduct by employees, but in a proper way. Otherwise, it will create a negative environment among all staff and indirectly affect the organization's business. Currently, we have one software for discipline deviation, such as grooming, policy deviation, sleeping, and using mobile phones. We enter daily discipline data in the software, which will send an email to the particular employee as well as their Head of Department (HOD). This process aims to instill a sense of accountability among employees. If someone consistently breaks rules and regulations, we can take strict actions against them.
Please feel free to reach out if you have any further questions or need clarification on the process.
Best regards,
[Your Name]
From India, Vadodara
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Mr. Vohra,
I presume that you might have posted your query in a hurry and without properly thinking of the consequences. If you are dealing with your "Employees" (Human Capital) without feelings and emotions, then you will not develop long-term relationships with them, and their level of engagement would be lower.
Please do not engage in such unwanted, inhuman, or unwarranted activities; otherwise, you will invite problems on the shop floor.
Thanks,
From India, Delhi
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I presume that you might have posted your query in a hurry and without properly thinking of the consequences. If you are dealing with your "Employees" (Human Capital) without feelings and emotions, then you will not develop long-term relationships with them, and their level of engagement would be lower.
Please do not engage in such unwanted, inhuman, or unwarranted activities; otherwise, you will invite problems on the shop floor.
Thanks,
From India, Delhi
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Hello!
A "Wall of Shame" is definitely not a pleasant idea. Instead, create a "Wall of Fame" and try to motivate your team. Initiate Reward and Recognition engagements in your organization for the good work your team does on the job. Employees look up to HR as the first corporate respondents, so make an attempt to deal with such matters tactfully.
As per your question: "When they make mistakes at work." What kind of mistake are you denoting? Is it related to work or office decorum?
If the mistake is work-related, then it can be resolved by discussing privately or by arranging on-the-job briefings for him/her. It may be the case that the individual is unclear about what is expected of him/her, resulting in mistakes. In this case, coach them well; you will notice remarkable results for sure.
Office decorum is usually ignored in medium-sized organizations, as management barely focuses on internal processes. Many times, individuals fail to follow office rules. As mentioned earlier, we as HR professionals are responsible for maintaining office decorum, ensuring that every individual in the office follows it without any dispute. If this is the case, you are expected to discuss privately first. If there is no improvement and the frequency of the mistakes is high, then start issuing memos immediately.
Please remember that the third memo should result in his/her immediate exit from the organization because there should be no room for misconduct.
Hope this helps in some way.
Regards,
Mrudul
connecthrpat@gmail.com
From India, Mumbai
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A "Wall of Shame" is definitely not a pleasant idea. Instead, create a "Wall of Fame" and try to motivate your team. Initiate Reward and Recognition engagements in your organization for the good work your team does on the job. Employees look up to HR as the first corporate respondents, so make an attempt to deal with such matters tactfully.
As per your question: "When they make mistakes at work." What kind of mistake are you denoting? Is it related to work or office decorum?
If the mistake is work-related, then it can be resolved by discussing privately or by arranging on-the-job briefings for him/her. It may be the case that the individual is unclear about what is expected of him/her, resulting in mistakes. In this case, coach them well; you will notice remarkable results for sure.
Office decorum is usually ignored in medium-sized organizations, as management barely focuses on internal processes. Many times, individuals fail to follow office rules. As mentioned earlier, we as HR professionals are responsible for maintaining office decorum, ensuring that every individual in the office follows it without any dispute. If this is the case, you are expected to discuss privately first. If there is no improvement and the frequency of the mistakes is high, then start issuing memos immediately.
Please remember that the third memo should result in his/her immediate exit from the organization because there should be no room for misconduct.
Hope this helps in some way.
Regards,
Mrudul
connecthrpat@gmail.com
From India, Mumbai
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They are not a criminal. They are part of your company. What will you do if your photograph is display on the notice board in case of committing any mistake at the work place?
From India, Vadodara
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From India, Vadodara
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No, sir. Not necessary.
You want to highlight a thing wrongly done by a worker only. Only the "deed" that shows substandard inefficiency in performance while discharging a certain allotted duty.
So, you want to highlight the "mistake," not the "mistaker."
A mistake can be rectified. The frequency of mistakes done by the same employee may also be notified, but by his name only, not at all by his images.
A mistake may be rectified by constant teaching with no errors. While learning typewriting or computer skills, errors are common. Later, after enough training and practice without mistakes, one can type a page. Today's typing or computer geniuses once made full mistakes. Driving a vehicle is also the same.
Practice makes perfect.
If you feel his performance couldn't be rectified, then alter his duties to achieve better results in different work.
Not highlighting with photos could bring the expected change in the worker.
It also boosts self-confidence in the worker to be more loyal to the company and committed to the allotted work.
Many individuals even have behavioral changes and improved work performance in their future. We have witnessed many such cases.
The working sector's psychology is usually sensitive. Do not flare up with such activities, as they are not supported by HR, disturbing industrial peace and smooth operations.
From India, Nellore
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You want to highlight a thing wrongly done by a worker only. Only the "deed" that shows substandard inefficiency in performance while discharging a certain allotted duty.
So, you want to highlight the "mistake," not the "mistaker."
A mistake can be rectified. The frequency of mistakes done by the same employee may also be notified, but by his name only, not at all by his images.
A mistake may be rectified by constant teaching with no errors. While learning typewriting or computer skills, errors are common. Later, after enough training and practice without mistakes, one can type a page. Today's typing or computer geniuses once made full mistakes. Driving a vehicle is also the same.
Practice makes perfect.
If you feel his performance couldn't be rectified, then alter his duties to achieve better results in different work.
Not highlighting with photos could bring the expected change in the worker.
It also boosts self-confidence in the worker to be more loyal to the company and committed to the allotted work.
Many individuals even have behavioral changes and improved work performance in their future. We have witnessed many such cases.
The working sector's psychology is usually sensitive. Do not flare up with such activities, as they are not supported by HR, disturbing industrial peace and smooth operations.
From India, Nellore
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Idea of displaying photos of employees who make mistakes in public is legally and morally wrong. It runs counter to basic principles of HR.
Why a mistake gets done, how often do mistakes happen, is it intentional or a defective practice being followed. A good rule - criticize in private and praise in public. Such photographic displays will play merry hell into the morale of workers/employees, etc.
So, think of an effective corrective mechanism which fosters confidence while addressing the mistake and cause of mistake.
From India, Pune
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Why a mistake gets done, how often do mistakes happen, is it intentional or a defective practice being followed. A good rule - criticize in private and praise in public. Such photographic displays will play merry hell into the morale of workers/employees, etc.
So, think of an effective corrective mechanism which fosters confidence while addressing the mistake and cause of mistake.
From India, Pune
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What a weird way to think and act? How many people in this world are perfect, never commit mistakes in their life? Even the person who has suggested this initiative, is perfect or not prone to any kind of mistakes? If employees perform well, reward them and praise them in public. On the other hand, if some people make repeated mistakes, even then, counsel them and discuss with them privately to find out why such people did such mistakes - whether intentional or accidental. Train them - technically or behaviorally. Allow them time to modify their thinking and acting against the philosophy of management or against the policy of the company.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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No. This is not advisable. The Thumb rule in People management is "compliment/appreciate in public and reprimand in private"
From India, Aizawl
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From India, Aizawl
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Dear Vahora,
Committing mistakes is a common nature, but I think you may not want to do that. I hope you are seeking some advice on how to address workers' mistakes. Perhaps all the experts have provided useful information for your consideration.
Maintaining good relationships with workers helps create a very positive industrial relation.
Regards,
P. Senthil
Coimbatore.
From India, Coimbatore
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Committing mistakes is a common nature, but I think you may not want to do that. I hope you are seeking some advice on how to address workers' mistakes. Perhaps all the experts have provided useful information for your consideration.
Maintaining good relationships with workers helps create a very positive industrial relation.
Regards,
P. Senthil
Coimbatore.
From India, Coimbatore
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I have read some absolute rubbish on CiteHR over the years I have been a member, but this nonsense would have to get a gold medal for stupidity and a complete lack of thought.
What do you hope to achieve by humiliating people? Who will be responsible if one of your employees commits suicide? Will you live happily ever after knowing your actions caused a person to take their own life? I think not, unless you are a cold, callous, and unthinking person with no regard for anyone else.
The idea is absolutely abhorrent and must be dismissed out of hand immediately.
From Australia, Melbourne
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What do you hope to achieve by humiliating people? Who will be responsible if one of your employees commits suicide? Will you live happily ever after knowing your actions caused a person to take their own life? I think not, unless you are a cold, callous, and unthinking person with no regard for anyone else.
The idea is absolutely abhorrent and must be dismissed out of hand immediately.
From Australia, Melbourne
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Dear Mr. Vohra,
Interesting question and you already have a lot of useful answers.
1. Ideally, you shouldn't do this.
2. It is violating the dignity of the employee, and most importantly, it can open you up to a lawsuit if a smart employee wishes to pursue this to its logical end. There are instances in the US, although I haven't heard of any in India. In fact, one such case is included in the MBA HR textbook on Organizational Behavior.
3. I liked the response by Mr. Divekar, who rightly pointed out that what will you do if this itself becomes a norm in your firm? That would be a disaster for the culture of the organization.
So, stay clear of this.
From India, Pune
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Interesting question and you already have a lot of useful answers.
1. Ideally, you shouldn't do this.
2. It is violating the dignity of the employee, and most importantly, it can open you up to a lawsuit if a smart employee wishes to pursue this to its logical end. There are instances in the US, although I haven't heard of any in India. In fact, one such case is included in the MBA HR textbook on Organizational Behavior.
3. I liked the response by Mr. Divekar, who rightly pointed out that what will you do if this itself becomes a norm in your firm? That would be a disaster for the culture of the organization.
So, stay clear of this.
From India, Pune
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