Dear friends,
i want to share my concern, You also will find such incidents sometime around corner.
Plese suggest.
“One of our employees was searching around on MySpace and found the personal page of one of our managers.
On it, the manager writes, “I work at (he named our business), and my job sucks.” The employee reported it to upper management.
Three questions:
Is it wrong for management to confront the manager?
Can his comments be in any way considered slander?
What, if anything, should HR do about it?”
Rashid
From Saudi Arabia
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8i want to share my concern, You also will find such incidents sometime around corner.
Plese suggest.
“One of our employees was searching around on MySpace and found the personal page of one of our managers.
On it, the manager writes, “I work at (he named our business), and my job sucks.” The employee reported it to upper management.
Three questions:
Is it wrong for management to confront the manager?
Can his comments be in any way considered slander?
What, if anything, should HR do about it?”
Rashid
From Saudi Arabia
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Hi Rashid,
Something just clicked in my thoughts - in our appointment letter, we have a clause:
You will not (except in the normal course of the Company's business) publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company's services or any other matter which directly concerns the Company unless you have the prior sanction of the Management.
Which also states that you should not bad mouth!
Anyways, coming to your question:
Is it wrong for management to confront the manager?
No, it is not wrong. The Management has all rights to seek an explanation from the person. As the person has mentioned about the Company, and not about his PERSONAL LIFE.
Can his comments be in any way considered slander?
After a discussion with him, he needs to be informed that this is "his view" and should not misguide the common public. So he is supposed to remove it.
What, if anything, should HR do about it?
Counsel and talk to the person. Let the person know that such actions can ruin his image of not being a "loyal" employee. Such issues are to be discussed internally. Will he publish his views if there is a fight at home? NO. That's the same for a company - to discuss internally.
And Ravi:
That on Mouthshut.com was again a view by a frustrated employee. An already relieved employee... This situation may be different. He says, "my job sucks"... So - he is not fit for that job, right? :-)
Ensure proper paragraph formatting, fix spelling and grammar errors, and maintain the original meaning and tone of the message.
From India, Madras
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Something just clicked in my thoughts - in our appointment letter, we have a clause:
You will not (except in the normal course of the Company's business) publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company's services or any other matter which directly concerns the Company unless you have the prior sanction of the Management.
Which also states that you should not bad mouth!
Anyways, coming to your question:
Is it wrong for management to confront the manager?
No, it is not wrong. The Management has all rights to seek an explanation from the person. As the person has mentioned about the Company, and not about his PERSONAL LIFE.
Can his comments be in any way considered slander?
After a discussion with him, he needs to be informed that this is "his view" and should not misguide the common public. So he is supposed to remove it.
What, if anything, should HR do about it?
Counsel and talk to the person. Let the person know that such actions can ruin his image of not being a "loyal" employee. Such issues are to be discussed internally. Will he publish his views if there is a fight at home? NO. That's the same for a company - to discuss internally.
And Ravi:
That on Mouthshut.com was again a view by a frustrated employee. An already relieved employee... This situation may be different. He says, "my job sucks"... So - he is not fit for that job, right? :-)
Ensure proper paragraph formatting, fix spelling and grammar errors, and maintain the original meaning and tone of the message.
From India, Madras
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No ash, believe me, if you do a search, you will find many blogs where individuals have insulted their company, procedures, or their job. And if I create an anonymous blog, then what can Rashid do? Bang his head against the wall? He will not know my real name and identity.
🌟🌟🌟
So, Rashid Mamu, take a cold drink and relax! 😄😄
From India, Pune
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🌟🌟🌟
So, Rashid Mamu, take a cold drink and relax! 😄😄
From India, Pune
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Dear Rashid,
In this case, management must contact that person and show his article on the web (whatever he has written) to ask for clarifications. As Asha Mathew said, "Publish any article or statement, deliver any lecture, broadcast, or make any communication to the media regarding the Company's services or any other matter that directly concerns the Company unless you have the prior sanction of the Management." If this kind of language is present in your company's appointment letters, then you can also take disciplinary action if proven.
Regards,
Pankaj Chandan
From India, New delhi
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In this case, management must contact that person and show his article on the web (whatever he has written) to ask for clarifications. As Asha Mathew said, "Publish any article or statement, deliver any lecture, broadcast, or make any communication to the media regarding the Company's services or any other matter that directly concerns the Company unless you have the prior sanction of the Management." If this kind of language is present in your company's appointment letters, then you can also take disciplinary action if proven.
Regards,
Pankaj Chandan
From India, New delhi
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In my opinion, HR should try to find out the concern or the root cause for such expression of emotions. It may be that there would be something really troubling the guy. So it would be better to find out the reason, counsel, and resolve the employee grievances.
From India, Jamshedpur
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From India, Jamshedpur
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Dear Rashid,
I feel that this is the price organizations have to pay for following the principles of "Democracy." Constituents of democracy have all the freedom to act in a way of their choice as long as they exist outside the ambit of the organization. However, the moment they are in, they are governed by the rules of discipline and etiquette of the organization. This is applicable to even political parties, trade unions, associations, et al..
Maybe organizations should create their own blogs and actively participate in such chats as a conscious strategy to create, sustain, and develop a desirable image for themselves; and also to counter vilification campaigns, half-truths, and outright lies by disgruntled elements. However, if there is any truth in the version of the employee regarding any specific event or development, it would do enormous PR for the organization to admit the same and correct it in a public forum. This is similar to newspapers such as The Hindu, having an ombudsman or admitting mistakes in the next edition and printing corrections.
A better option would be to identify "Organizational Pride" as a Corporate Value and create many initiatives, which would be owned by employees; then they will feel the pride to represent the organization at various forums. Small and big occasions can be converted into opportunities to delegate ownership to such persons 'weak' on Organizational Pride, to associate in decision making, execution, leading, and owning up to initiatives. Over a period of time, everybody would find themselves on the side of the organization.
Hey Ravi!
Your views appear radical but true. Your blog entries are superb.
From India, Changanacheri
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I feel that this is the price organizations have to pay for following the principles of "Democracy." Constituents of democracy have all the freedom to act in a way of their choice as long as they exist outside the ambit of the organization. However, the moment they are in, they are governed by the rules of discipline and etiquette of the organization. This is applicable to even political parties, trade unions, associations, et al..
Maybe organizations should create their own blogs and actively participate in such chats as a conscious strategy to create, sustain, and develop a desirable image for themselves; and also to counter vilification campaigns, half-truths, and outright lies by disgruntled elements. However, if there is any truth in the version of the employee regarding any specific event or development, it would do enormous PR for the organization to admit the same and correct it in a public forum. This is similar to newspapers such as The Hindu, having an ombudsman or admitting mistakes in the next edition and printing corrections.
A better option would be to identify "Organizational Pride" as a Corporate Value and create many initiatives, which would be owned by employees; then they will feel the pride to represent the organization at various forums. Small and big occasions can be converted into opportunities to delegate ownership to such persons 'weak' on Organizational Pride, to associate in decision making, execution, leading, and owning up to initiatives. Over a period of time, everybody would find themselves on the side of the organization.
Hey Ravi!
Your views appear radical but true. Your blog entries are superb.
From India, Changanacheri
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Hi Rasheed,
The action taken by the employee to peep into someone else's personal site is wrong. In today's life, a lot of manipulation on the site, like morphing, is also common.
I am sure that if you ask the manager, he is going to use the same excuse - that he has not done it and some employee to give a bad image to him has done it. In other words, it will be very difficult to prove such incidents.
As an HR person, what you should do is to meet the Manager and indirectly ask if such things are seen, to what extent they are true. If he agrees, try to find out what made him do that. If he admits, ask him not to use such things because of the risk involved. As a manager, it creates a bad image about him to the company and his subordinates. I am sure the Manager will have high regard for you.
To management, you can present the issue in such a manner that neither the management nor the manager gets hurt. At the same time, warn the employee not to peep into private sites of others and report to you first if they come across such things, rather than going to top management (employees are street smart to get management support, they often take such steps).
Best of luck,
Naveen
OD Consultant
From Bahrain, Manama
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The action taken by the employee to peep into someone else's personal site is wrong. In today's life, a lot of manipulation on the site, like morphing, is also common.
I am sure that if you ask the manager, he is going to use the same excuse - that he has not done it and some employee to give a bad image to him has done it. In other words, it will be very difficult to prove such incidents.
As an HR person, what you should do is to meet the Manager and indirectly ask if such things are seen, to what extent they are true. If he agrees, try to find out what made him do that. If he admits, ask him not to use such things because of the risk involved. As a manager, it creates a bad image about him to the company and his subordinates. I am sure the Manager will have high regard for you.
To management, you can present the issue in such a manner that neither the management nor the manager gets hurt. At the same time, warn the employee not to peep into private sites of others and report to you first if they come across such things, rather than going to top management (employees are street smart to get management support, they often take such steps).
Best of luck,
Naveen
OD Consultant
From Bahrain, Manama
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Matter is indeed serious and the manager should definitely be called to explain the reason for feeling so. If the reasons are found realistic, corrective measures should be adopted to take care of other employees.
From India, Delhi
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From India, Delhi
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Hello,
This is an integrity issue. Organizations nowadays have very low tolerance regarding integrity.
This manager should be reported to their manager and given a warning to stop badmouthing about the organization. If it persists, then take action as per the company policy.
From India, Mumbai
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This is an integrity issue. Organizations nowadays have very low tolerance regarding integrity.
This manager should be reported to their manager and given a warning to stop badmouthing about the organization. If it persists, then take action as per the company policy.
From India, Mumbai
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More than the manager, it is the management which should look under its collars for letting such an environment develop around where people are dissatisfied and demotivated. Instead of reprimanding that manager, it would be wise for the management to take such incidents as feedback for improving its systems and policies.
But, from the management's point of view, if we look at this incident then surely the manager should have been more responsible in venting out his frustration. After all, he is earning his bread and butter by working in this organization, and he ought to be thankful to the management at least for this cause. And if he is so frustrated, then he should have the guts to move out of this company.
From India, Delhi
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But, from the management's point of view, if we look at this incident then surely the manager should have been more responsible in venting out his frustration. After all, he is earning his bread and butter by working in this organization, and he ought to be thankful to the management at least for this cause. And if he is so frustrated, then he should have the guts to move out of this company.
From India, Delhi
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Maybe you must call the employee for a meeting, show him the offensive content, and ask him, "Please let us know what is bothering you in this organization so that we could work towards solving the problem." Also, ask him, "Why did you feel that publishing such a thing on the internet would help you, instead of approaching HR/Management - we would have tried our best to help you?" If he's a normal human being, this will make him feel guilty.
From India, Mumbai
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From India, Mumbai
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