Dear Ram Rao,
I totally agree with Dinesh , As a organisation we need professionals who can contribute to the organisation goals as well as set an example to others . If we do not take any action the later stage will be very troublesome for you , as he/she will take up things for granted and this trends will be slowly followed by others.
Regards,
Sheeba Alex.
HR Manager
Suba Group of Hotels
From India, Mumbai
1I totally agree with Dinesh , As a organisation we need professionals who can contribute to the organisation goals as well as set an example to others . If we do not take any action the later stage will be very troublesome for you , as he/she will take up things for granted and this trends will be slowly followed by others.
Regards,
Sheeba Alex.
HR Manager
Suba Group of Hotels
From India, Mumbai
How many employees are there? What is the product? What is this person's role? Has he been hunted from a competitor? And a few more facts need to be examined before giving any advice.
Is he reporting to you? reporting to some one else? Reporting to CEO?
Examine all carefully before taking this up very seriously
Thanks
T Sivasankaran
From India, Chennai
Is he reporting to you? reporting to some one else? Reporting to CEO?
Examine all carefully before taking this up very seriously
Thanks
T Sivasankaran
From India, Chennai
Hi
The action what we are taking on the employee should be based on the company structure. It the company is at large scale then we can follow hire & fire policy ... if it is small scale sector & new start up then should go little slowly...
If the employee is an very good in his work and really hard worker then should see to make alteration in his working time, in case late mark in the only concern...
If you try to work on the problem of the employee, I am sure he will stay with the company for long time with loyalty & hardworking which require for any new start up.
Every time termination is not only the way handle the employee issues...!!
Thank You
Regards
Nilesh Kadam
Admin/HR
From India, Mumbai
The action what we are taking on the employee should be based on the company structure. It the company is at large scale then we can follow hire & fire policy ... if it is small scale sector & new start up then should go little slowly...
If the employee is an very good in his work and really hard worker then should see to make alteration in his working time, in case late mark in the only concern...
If you try to work on the problem of the employee, I am sure he will stay with the company for long time with loyalty & hardworking which require for any new start up.
Every time termination is not only the way handle the employee issues...!!
Thank You
Regards
Nilesh Kadam
Admin/HR
From India, Mumbai
Hi this is my first post respected seniors please correct me if any wrong
i think for stop late coming you should have make strong policy for your startup company if ur policies are strong you cane introduce it to candidates at the time of joining so they will aware for it and it will help you to maintain discipline in your organisation
From India, Pune
i think for stop late coming you should have make strong policy for your startup company if ur policies are strong you cane introduce it to candidates at the time of joining so they will aware for it and it will help you to maintain discipline in your organisation
From India, Pune
Having hired, and wants to retain for his technical skills, the solution lies in finding the reasons for such cronic late reporting from him in one to one session. Termination by legal remedies is the last option. Making him understanding the effects of late reporting by cost & business besides setting indiscipline for the co- staff in the organization.
To retain, attract talent, Organization policies also requires to be user friendly and certain amount of flexbility in related in particular based on various factors including commuting.
Anil Kumar
DGM - HR & Admn
Soma
From India, Mumbai
To retain, attract talent, Organization policies also requires to be user friendly and certain amount of flexbility in related in particular based on various factors including commuting.
Anil Kumar
DGM - HR & Admn
Soma
From India, Mumbai
Dear Ram Rao,
All the learned members who have responded so far are correct and are point driven. This problem is to be viewed in two ways. It may be an intentional arrogance from employee. we can treat it as a behavoural trait, and if so, it could have been judged during interview. If not, another reason could be that the employee is not interested to work with you and he would like to find ways to move out as quickly as possible. If the second one is the answer, you please revisit your organization culture from his perspective. Many times we take things granted. But, initially one tone rises to tell us what we are doing is not correct, then the rest will join. Who knows there may be some unsatisfied souls working with you not able to find a way to express or adjusting having not been able to quit. The only catch in the entire episode is the peculiar behaviour of the individual. Either this person must have developed a thick skin or acting so. I strongly feel that this is one of the opportunities for your budding organization to set your traits still more robust.
Irrespective of his retention or termination, it is essential to identify the reason behind the employees behaviour, inspite of the repeated warning and job threat.
Thank you,
Bharat.Rachakonda,
Trainer and counsellor.
From India, New Delhi
All the learned members who have responded so far are correct and are point driven. This problem is to be viewed in two ways. It may be an intentional arrogance from employee. we can treat it as a behavoural trait, and if so, it could have been judged during interview. If not, another reason could be that the employee is not interested to work with you and he would like to find ways to move out as quickly as possible. If the second one is the answer, you please revisit your organization culture from his perspective. Many times we take things granted. But, initially one tone rises to tell us what we are doing is not correct, then the rest will join. Who knows there may be some unsatisfied souls working with you not able to find a way to express or adjusting having not been able to quit. The only catch in the entire episode is the peculiar behaviour of the individual. Either this person must have developed a thick skin or acting so. I strongly feel that this is one of the opportunities for your budding organization to set your traits still more robust.
Irrespective of his retention or termination, it is essential to identify the reason behind the employees behaviour, inspite of the repeated warning and job threat.
Thank you,
Bharat.Rachakonda,
Trainer and counsellor.
From India, New Delhi
Dear Friends,
From the above observations & comments, i would also like to add that firstly the hiring has gone wrong, may be HR focused too much on the technical aspects and knowledge and bargaining on the salary of the potential candidate and overlooked the behavior part, which i feel is an important aspect for right fitment in any team to cohesively work together.
Always remember - Start with good people, lay out the rules clearly and communicate with them regularly, motivate them and reward them adequately. And if you are doing all these things, you can't Miss!!!!!
I am sure the outburst or negative reactions from the new joinee is because, he is not getting the right role / salary that was promised to him at the time of joining and has not been well inducted or taken well care off during this last one month period. A new joinee should always be welcomed warmly by the others and make him feel accepted by them. Of course, he has to equally reciprocate the team in the same manner.
I suggest, the HR should sit with the employee and have long chat with him to discuss and understand the issues and root cause of this behavior.
Regards,
Wilma
From India, New Delhi
From the above observations & comments, i would also like to add that firstly the hiring has gone wrong, may be HR focused too much on the technical aspects and knowledge and bargaining on the salary of the potential candidate and overlooked the behavior part, which i feel is an important aspect for right fitment in any team to cohesively work together.
Always remember - Start with good people, lay out the rules clearly and communicate with them regularly, motivate them and reward them adequately. And if you are doing all these things, you can't Miss!!!!!
I am sure the outburst or negative reactions from the new joinee is because, he is not getting the right role / salary that was promised to him at the time of joining and has not been well inducted or taken well care off during this last one month period. A new joinee should always be welcomed warmly by the others and make him feel accepted by them. Of course, he has to equally reciprocate the team in the same manner.
I suggest, the HR should sit with the employee and have long chat with him to discuss and understand the issues and root cause of this behavior.
Regards,
Wilma
From India, New Delhi
Just a suggestion, after talking/counselling to the respective employee if things still remain unchanged, you can probably revise you policies as per requirement. Being a start-up you have an advantage of revising the policies (provided it should not be a habit). You can go for policies like 3 late marks will result in half a day's loss of salary. This might avoid other employees behavior.
Regards,
Amar Joshi
From India, Pune
Regards,
Amar Joshi
From India, Pune
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