Hi all, I joined a company 3 months ago as an HR professional. Before my joining, there was no HR department in the company. Now, the issue I am facing is with a girl who has been working here for 7 years. She is handicapped and is responsible for the reception department and arranging calls for employees. The problem is that she is very rude and often behaves badly towards everyone. A few days ago, she also misbehaved with me without any reason. I raised this issue with my boss, but there has been no resolution. Many other employees have also complained about her behavior to my boss, but no action has been taken. Recently, another girl who sits next to her in the reception area shared her experiences with me. She is also scared of the girl and mentioned that she has never spoken about this to anyone, including our boss. A few days ago, the girl with the bad behavior mistreated another employee. When I brought this to my boss's attention, he mentioned that she has been working here for 7 years, is very effective at her job, a hard worker, and quite emotional. However, it seems this girl is two-faced. In front of the boss, she acts differently, portraying herself as innocent, while behaving differently when others are present. What should I do in this situation? Please help me.
From India, Kolkata
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2From India, Kolkata
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Dear Hiral,
The thumb rule of being an HR is that when you highlight a problem, keep a suggested solution ready with you. Simply going and complaining to your boss will not serve the purpose. The fact that she has been associated with the organization for 7 years, and seniors believe that she is a hard worker, plus she has brownie points for having gained their trust, will make things difficult for you. Another fact is that she is a special case being handicapped, which needs to be addressed with proper care. As an HR, this responsibility lies on your shoulders.
I suggest the following steps:
- Talk to your boss, starting by telling him how other employees have come to you with the stress they are facing due to her behavior. If needed, have them talk to your boss directly.
- Explain to your boss how equally important it is for the company to address these problems to ensure that employees can work stress-free and loyally.
- Share your experience with him.
- Suggest that he makes an anonymous call to the reception to verify the situation.
- Politely explain to him how important it is for you, as an HR, to handle such a situation so that everyone benefits positively.
- Inquire if the company can arrange a friendly counseling session for her separately.
Additionally, try to engage in a positive conversation with her to see if the tension between you two can be eased, allowing you to gain her trust as an HR. It would also be beneficial to establish some general code of conduct policies for your company (with approval from your seniors) and circulate them to all employees to see if this leads to any changes.
Good luck!
From India, Mumbai
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The thumb rule of being an HR is that when you highlight a problem, keep a suggested solution ready with you. Simply going and complaining to your boss will not serve the purpose. The fact that she has been associated with the organization for 7 years, and seniors believe that she is a hard worker, plus she has brownie points for having gained their trust, will make things difficult for you. Another fact is that she is a special case being handicapped, which needs to be addressed with proper care. As an HR, this responsibility lies on your shoulders.
I suggest the following steps:
- Talk to your boss, starting by telling him how other employees have come to you with the stress they are facing due to her behavior. If needed, have them talk to your boss directly.
- Explain to your boss how equally important it is for the company to address these problems to ensure that employees can work stress-free and loyally.
- Share your experience with him.
- Suggest that he makes an anonymous call to the reception to verify the situation.
- Politely explain to him how important it is for you, as an HR, to handle such a situation so that everyone benefits positively.
- Inquire if the company can arrange a friendly counseling session for her separately.
Additionally, try to engage in a positive conversation with her to see if the tension between you two can be eased, allowing you to gain her trust as an HR. It would also be beneficial to establish some general code of conduct policies for your company (with approval from your seniors) and circulate them to all employees to see if this leads to any changes.
Good luck!
From India, Mumbai
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Dear Hiral,
She is a rookie to what you are, a newbie. No amount of complaining can help unless you have a camera placed without her knowledge, capturing her misbehavior.
However, this will equally backfire as it will show you as a conniving HR.
Hence, initially observe her with as little interaction as possible. Connect with her when seniors are around. Push the envelope at that point and finish all your tasks you have with her.
I had a bully reporting to me in one of my roles. She had joined the firm long back and felt she was eligible for the role; the employers hired me. The bone of contention literally remains till date. If given a chance, she wouldn't miss trolling me, if not bullying.
On my part, I kept every communication extremely official with her. Mostly connected over email, even when she sat two desks next to mine. In case she played smart, I used to copy my boss on the thread. She had to mellow down.
However, this wasn't all. She went around provoking everyone against me. Yes, I used to lose my cool, till I learned that when people will need me, they will come to me on their terms. And that changed the game. I made sure the processes are flagged off by me. I had enough knowledge; hence, I could stand my ground.
I am sure there are many more ways to deal with bullies at work.
Understanding and empathizing with them is important. But that alone doesn't solve the problem. Just as she got seasoned by bullying others for years, I too trained myself on handling such people.
Wish you all the best!
From India, Mumbai
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She is a rookie to what you are, a newbie. No amount of complaining can help unless you have a camera placed without her knowledge, capturing her misbehavior.
However, this will equally backfire as it will show you as a conniving HR.
Hence, initially observe her with as little interaction as possible. Connect with her when seniors are around. Push the envelope at that point and finish all your tasks you have with her.
I had a bully reporting to me in one of my roles. She had joined the firm long back and felt she was eligible for the role; the employers hired me. The bone of contention literally remains till date. If given a chance, she wouldn't miss trolling me, if not bullying.
On my part, I kept every communication extremely official with her. Mostly connected over email, even when she sat two desks next to mine. In case she played smart, I used to copy my boss on the thread. She had to mellow down.
However, this wasn't all. She went around provoking everyone against me. Yes, I used to lose my cool, till I learned that when people will need me, they will come to me on their terms. And that changed the game. I made sure the processes are flagged off by me. I had enough knowledge; hence, I could stand my ground.
I am sure there are many more ways to deal with bullies at work.
Understanding and empathizing with them is important. But that alone doesn't solve the problem. Just as she got seasoned by bullying others for years, I too trained myself on handling such people.
Wish you all the best!
From India, Mumbai
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Dear Hiral,
I have a different view here. Perhaps it might provide you an entirely new perspective to look at the situation, and consequently provide you with more alternatives to deal with the situation. Therefore, instead of taking your side and agreeing with all your insinuations, let me try to play the Devil's Advocate here.
First of all, let us understand that if you joined a company as an HR recently, where there was no HR or HR system earlier, it is safe to assume that it must be a private organization, that too a very small one. What is the present headcount? Since an HR has been recruited for the first time, it must be around 100.
Now, do you understand the fact that in such a small organization, there must be face-to-face interaction between the staff? Everyone must be knowing the other person well, even to the extent of knowing their families. You have been here for three months as an HR. How well do you know your employees? Do you know what problems that employee may be facing commuting to work every day and then dealing with her family responsibilities? A good HR's work is not restricted just to the workplace.
The person for whom you used the term "handicap" had been working there for 7 years. Tell me, does a small private organization exist for CHARITY TO THE DISABLED? And, by the way, it is very DEROGATORY to use the term "handicap" for People with Disabilities! Especially, an HR who deals with Human Beings, especially Employees, using a term like "handicap," that too with wrong spellings; what can anyone INFER about his capabilities and sensitivity? Are you not aware of what is the right term to use for PERSONS WITH DISABILITIES?
Moreover, you need to be more Disability-sensitive and learn Disability-language as being an HR with a long career ahead, you have a long way to go, and you will meet many "Persons With Disabilities" in your career in the future! So avoid becoming "emotionally-challenged"!
Moreover, despite complaining twice to the Boss, nothing happened! On the contrary, you were given FEEDBACK ON HER GOOD PERFORMANCE by the boss himself! So what does it speak about that PERSON WITH DISABILITIES? It only says that despite her physical disability, she is a Star Performer! You must be aware very well of how difficult it is to survive in the private sector if one doesn't perform even for a few months, and this lady has been winning accolades for 7 long years. So, there is absolutely no doubt about her Performance part.
Now, coming to the MISBEHAVIOR aspect: What is "misbehavior"? And what is "being rude"? A person may not be soft-spoken or talkative. Another person may perceive this as being rude. A person may not, for whatever reason, greet you back when you say "Good Morning!" Some may construe it as Misbehavior! Some may find it very offending - in the same manner if you call a physically disabled person - "Handicap"! Just imagine if such persons are reading your post, what impressions they will have about you?
To conclude, I would suggest that you change your perception and attitude about people. Stop feeling threatened and try to ACCEPT PEOPLE AS THEY ARE. Not everybody can be sweet and nice to you, nor they need to. Acknowledge this fact and do not judge them based on what you think are their intentions.
Moreover, a good organization thrives on DIVERSITY. It is the hallmark of a thriving growing company. It's good that your company believes in Diversity at the Workplace. It's good to know that your company is an EQUAL OPPORTUNITY EMPLOYER in the true sense.
Finally, there doesn't appear to be any instance of "Bullying" because Bullying is the use of force, threat, or coercion to abuse, intimidate, or aggressively dominate others. Two important aspects of bullying are: the person being bullied (victim) is weaker than the bully and the person is bullied to do something, which normally he would not do. In this case, both these vital elements are missing. So it might be construed as Rude behavior or Misbehavior, but it would need a really fertile imagination to call it a case of Bullying, of a Sr. HR with no physical disabilities by a person with disabilities working as a Receptionist.
Hope my words did not offend or hurt you because that was not my intention. If you are looking for a practical solution, then this is what I think might work: Go and talk to the employee concerned. Tell her how offended and hurt you felt due to her curt behavior with you, and how others also told you about a few such instances. In desperation, you went to the Boss with complaints. And how the Boss gave you feedback on her excellent performance and how happy he is to consider you as an asset for the organization.
Now, this suggested solution will only work if you shed your ego, hatred, and insensitivity towards others; and are able to convey your genuine feelings of appreciation.
Warm regards.
From India, Delhi
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I have a different view here. Perhaps it might provide you an entirely new perspective to look at the situation, and consequently provide you with more alternatives to deal with the situation. Therefore, instead of taking your side and agreeing with all your insinuations, let me try to play the Devil's Advocate here.
First of all, let us understand that if you joined a company as an HR recently, where there was no HR or HR system earlier, it is safe to assume that it must be a private organization, that too a very small one. What is the present headcount? Since an HR has been recruited for the first time, it must be around 100.
Now, do you understand the fact that in such a small organization, there must be face-to-face interaction between the staff? Everyone must be knowing the other person well, even to the extent of knowing their families. You have been here for three months as an HR. How well do you know your employees? Do you know what problems that employee may be facing commuting to work every day and then dealing with her family responsibilities? A good HR's work is not restricted just to the workplace.
The person for whom you used the term "handicap" had been working there for 7 years. Tell me, does a small private organization exist for CHARITY TO THE DISABLED? And, by the way, it is very DEROGATORY to use the term "handicap" for People with Disabilities! Especially, an HR who deals with Human Beings, especially Employees, using a term like "handicap," that too with wrong spellings; what can anyone INFER about his capabilities and sensitivity? Are you not aware of what is the right term to use for PERSONS WITH DISABILITIES?
Moreover, you need to be more Disability-sensitive and learn Disability-language as being an HR with a long career ahead, you have a long way to go, and you will meet many "Persons With Disabilities" in your career in the future! So avoid becoming "emotionally-challenged"!
Moreover, despite complaining twice to the Boss, nothing happened! On the contrary, you were given FEEDBACK ON HER GOOD PERFORMANCE by the boss himself! So what does it speak about that PERSON WITH DISABILITIES? It only says that despite her physical disability, she is a Star Performer! You must be aware very well of how difficult it is to survive in the private sector if one doesn't perform even for a few months, and this lady has been winning accolades for 7 long years. So, there is absolutely no doubt about her Performance part.
Now, coming to the MISBEHAVIOR aspect: What is "misbehavior"? And what is "being rude"? A person may not be soft-spoken or talkative. Another person may perceive this as being rude. A person may not, for whatever reason, greet you back when you say "Good Morning!" Some may construe it as Misbehavior! Some may find it very offending - in the same manner if you call a physically disabled person - "Handicap"! Just imagine if such persons are reading your post, what impressions they will have about you?
To conclude, I would suggest that you change your perception and attitude about people. Stop feeling threatened and try to ACCEPT PEOPLE AS THEY ARE. Not everybody can be sweet and nice to you, nor they need to. Acknowledge this fact and do not judge them based on what you think are their intentions.
Moreover, a good organization thrives on DIVERSITY. It is the hallmark of a thriving growing company. It's good that your company believes in Diversity at the Workplace. It's good to know that your company is an EQUAL OPPORTUNITY EMPLOYER in the true sense.
Finally, there doesn't appear to be any instance of "Bullying" because Bullying is the use of force, threat, or coercion to abuse, intimidate, or aggressively dominate others. Two important aspects of bullying are: the person being bullied (victim) is weaker than the bully and the person is bullied to do something, which normally he would not do. In this case, both these vital elements are missing. So it might be construed as Rude behavior or Misbehavior, but it would need a really fertile imagination to call it a case of Bullying, of a Sr. HR with no physical disabilities by a person with disabilities working as a Receptionist.
Hope my words did not offend or hurt you because that was not my intention. If you are looking for a practical solution, then this is what I think might work: Go and talk to the employee concerned. Tell her how offended and hurt you felt due to her curt behavior with you, and how others also told you about a few such instances. In desperation, you went to the Boss with complaints. And how the Boss gave you feedback on her excellent performance and how happy he is to consider you as an asset for the organization.
Now, this suggested solution will only work if you shed your ego, hatred, and insensitivity towards others; and are able to convey your genuine feelings of appreciation.
Warm regards.
From India, Delhi
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""Many time make the world"" Read as many types make the world.
From India, Pune
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From India, Pune
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Hello Hiral Bhojani,
I am not sure of your experience level. But being in HR, I am sure you would know... or at the very least have observed... that the Reference Points of judging or forming an opinion of people depend on many factors and also keep varying over time. And this has NOTHING to do with HR per se - it's plain human psychology, whether in office or personal situations [who would YOU give more weightage to, at least initially... a 3-month-old friendship or a 7-year-old friendship?].
Here you have this lady who has been working for 7 years, and you joined 3 months back. That's Factor #1 - IF you were in the boss's position, WHOM would you give more weightage to?
Next, coming to Factor #2 - she's working in the Reception. You are the First HR person to join. Who was handling... EVEN IF informally... the HR function so far? My bet is that this lady would have been handling... at least a major chunk of the running-around activities. Now IF you were this Lady, how would you respond/react IF someone came and (in your view) took over some of your responsibilities - and consequently the credit - from you and you are left with minor jobs like Reception, etc? Irrespective of the level or designation or salary, most people, subconsciously, aspire for recognition/credit, whether deserved or not.
Factor #3 - Like other members have pointed out, small/medium companies don't tolerate lack of bad performance for long [not that large/big Companies do, but it takes a bit more time to realize this aspect before action is taken, due to the processes and hierarchy involved]. The very fact that she has been here for 7 years surely points to some effective aspects that the boss likes in her... at least from the Company's perspective.
And your usage of words like 'so rude', 'misbehaving', etc. - it would have been good had you given specific examples. That would have put the issue you raised under clear focus... since such generic words are always open to interpretation.
And I would suggest NEVER take judgement calls based on 'hearsay' - what other employees say may be based on THEIR experiences of the individual. But YOUR experience COULD be different.
Coming to the options open to you:
1. Like Nathrao suggested, just interact with her to the point and just on an official level.
2. The next thing you could do is to keep your focus on your responsibilities and SHOW your mettle... this would take time before your boss begins to recognize your worth. But that's the only way to do it... just DON'T look for shortcuts [chances are you would fall flat on your face, even though shortcuts CAN bring you short-term results].
3. In situations/issues where YOUR job depends on this lady's work too, try to put things in writing so that there's no scope for any hanky-panky later - meaning cover your position in such situations.
4. MORE importantly, LEARN from this on how to handle different kinds of people - that's what, after all, experience is all about. And being in HR, it is NOT an option for you. It's a necessity.
After all the above, IN CASE you were looking for suggestions from the members on 'ways to hit/get back at her', then please IGNORE this posting. It's meant for your long-term interest.
All the Best.
Regards,
TS
From India, Hyderabad
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I am not sure of your experience level. But being in HR, I am sure you would know... or at the very least have observed... that the Reference Points of judging or forming an opinion of people depend on many factors and also keep varying over time. And this has NOTHING to do with HR per se - it's plain human psychology, whether in office or personal situations [who would YOU give more weightage to, at least initially... a 3-month-old friendship or a 7-year-old friendship?].
Here you have this lady who has been working for 7 years, and you joined 3 months back. That's Factor #1 - IF you were in the boss's position, WHOM would you give more weightage to?
Next, coming to Factor #2 - she's working in the Reception. You are the First HR person to join. Who was handling... EVEN IF informally... the HR function so far? My bet is that this lady would have been handling... at least a major chunk of the running-around activities. Now IF you were this Lady, how would you respond/react IF someone came and (in your view) took over some of your responsibilities - and consequently the credit - from you and you are left with minor jobs like Reception, etc? Irrespective of the level or designation or salary, most people, subconsciously, aspire for recognition/credit, whether deserved or not.
Factor #3 - Like other members have pointed out, small/medium companies don't tolerate lack of bad performance for long [not that large/big Companies do, but it takes a bit more time to realize this aspect before action is taken, due to the processes and hierarchy involved]. The very fact that she has been here for 7 years surely points to some effective aspects that the boss likes in her... at least from the Company's perspective.
And your usage of words like 'so rude', 'misbehaving', etc. - it would have been good had you given specific examples. That would have put the issue you raised under clear focus... since such generic words are always open to interpretation.
And I would suggest NEVER take judgement calls based on 'hearsay' - what other employees say may be based on THEIR experiences of the individual. But YOUR experience COULD be different.
Coming to the options open to you:
1. Like Nathrao suggested, just interact with her to the point and just on an official level.
2. The next thing you could do is to keep your focus on your responsibilities and SHOW your mettle... this would take time before your boss begins to recognize your worth. But that's the only way to do it... just DON'T look for shortcuts [chances are you would fall flat on your face, even though shortcuts CAN bring you short-term results].
3. In situations/issues where YOUR job depends on this lady's work too, try to put things in writing so that there's no scope for any hanky-panky later - meaning cover your position in such situations.
4. MORE importantly, LEARN from this on how to handle different kinds of people - that's what, after all, experience is all about. And being in HR, it is NOT an option for you. It's a necessity.
After all the above, IN CASE you were looking for suggestions from the members on 'ways to hit/get back at her', then please IGNORE this posting. It's meant for your long-term interest.
All the Best.
Regards,
TS
From India, Hyderabad
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Dear Raj Kumar,
A clear message you have given to newcomers in the HR field. Most newcomers are not aware of their responsibilities but want to show their power only, not aware of the basic principles of HR management. A very good reply. Really appreciated.
From India, Calicut
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A clear message you have given to newcomers in the HR field. Most newcomers are not aware of their responsibilities but want to show their power only, not aware of the basic principles of HR management. A very good reply. Really appreciated.
From India, Calicut
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From India, undefined
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For more details, click here: http://wp.me/p74J4C-1A
From India, undefined
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It took me some time to understand your writing at first! You said you are in the HR department. I am sure you would have completed your graduation and a postgraduate degree in HR. Can you not write simple English sentences with capital letters, punctuation marks, etc.? It will be torture for somebody to read, understand, and advise you. I really appreciate the patience of all those who have responded to you before me. There is something called communication etiquette - what to write and how to write. In the twelve lines I see here, I could manage to find out one full stop! You cannot assume that all those who are reading your postings are jobless or sitting idle. Please do not make our lives miserable.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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Sir, I appreciate the views of Sh. N.K. Sundram ji as above. Since sometimes, I also feel that some new participants may be deliberately starting new threads and asking such questions in order to test not only our knowledge and experience but also English grammar and punctuation, etc. Some even do not mention their names and write as anonymous. Perhaps the Admin of this citeHR will take care of such matters.
From India, Noida
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From India, Noida
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Hi Sundaram,
I am really surprised to see such a statement from a senior member like you:
"You cannot assume that all those who are reading your postings are jobless or sitting idle. Please do not make our lives miserable."
This is the main reason a lot of people will not come forward to ask queries in forums. They are afraid of their written communication. We cannot expect every individual to be an expert in English. Instead, advice and suggestions will encourage members to improve their communication.
Thank you.
From India, Bengaluru
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I am really surprised to see such a statement from a senior member like you:
"You cannot assume that all those who are reading your postings are jobless or sitting idle. Please do not make our lives miserable."
This is the main reason a lot of people will not come forward to ask queries in forums. They are afraid of their written communication. We cannot expect every individual to be an expert in English. Instead, advice and suggestions will encourage members to improve their communication.
Thank you.
From India, Bengaluru
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I totally agree with Mr. Noorulla. This forum is not only for the experts; the very section 'Talk to seniors' is meant for the juniors to come forward and take guidance from their expertise.
I agree her English was not fluent, and neither were her writing skills. But she had a problem, and it was obvious from her posting that she is a newbie seeking help. I don't see a reason for us to reprimand her by going off on a tangent.
From India, Mumbai
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I agree her English was not fluent, and neither were her writing skills. But she had a problem, and it was obvious from her posting that she is a newbie seeking help. I don't see a reason for us to reprimand her by going off on a tangent.
From India, Mumbai
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Hi @NK Sundaram, I agree that my English is not as fluent as yours, but my language is not insulting like yours.
Hi @Harsh Kumar Mehta, first, I want to clarify that I am not jobless and I don't have time for fake postings here; I only share what I have experienced. Even my name is displayed, so I am not posting anonymously.
Hi @shaan, my director hired me for my talent and good manners. I am a good performer. If you need my director's number, I will provide it. Fluent English is not a requirement for being a good HR professional, and you do not have the right to comment on my merit and qualifications.
As senior members, you have the right to correct my English, but you do not have the right to insult me. I acknowledge that my English writing skills are not good and fluent, but that doesn't justify insulting me like this.
From India, Kolkata
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Hi @Harsh Kumar Mehta, first, I want to clarify that I am not jobless and I don't have time for fake postings here; I only share what I have experienced. Even my name is displayed, so I am not posting anonymously.
Hi @shaan, my director hired me for my talent and good manners. I am a good performer. If you need my director's number, I will provide it. Fluent English is not a requirement for being a good HR professional, and you do not have the right to comment on my merit and qualifications.
As senior members, you have the right to correct my English, but you do not have the right to insult me. I acknowledge that my English writing skills are not good and fluent, but that doesn't justify insulting me like this.
From India, Kolkata
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"This is the main reason a lot of people will not come forward to ask queries in forms. They are afraid of their written communication.
Spell check should have been used to correct English. I am sure that the people concerned would know of this feature. In the office of these learned members, I wonder which language is used for putting up letters, notes from HR, etc. Many members just do not take pains to punctuate, use spell check, etc., while posting. That is why senior members get unhappy and vent their feelings.
Long sentences have been framed - which means a person knows English but fails to use full stops, commas, giving a different meaning to a reader. Knowing English and being a good employee are two different things. Whatever the matter, one must write in reasonably good language, following grammar, writing etiquette, and in small sentences to convey their thoughts."
From India, Pune
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Spell check should have been used to correct English. I am sure that the people concerned would know of this feature. In the office of these learned members, I wonder which language is used for putting up letters, notes from HR, etc. Many members just do not take pains to punctuate, use spell check, etc., while posting. That is why senior members get unhappy and vent their feelings.
Long sentences have been framed - which means a person knows English but fails to use full stops, commas, giving a different meaning to a reader. Knowing English and being a good employee are two different things. Whatever the matter, one must write in reasonably good language, following grammar, writing etiquette, and in small sentences to convey their thoughts."
From India, Pune
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Dear members,
I have been actively contributing to CiteHR for over 2 years, and during this time, I have not encountered any situation where I needed to apologize for my comments. However, upon reviewing the comments of the thread initiator and two other participants, I now feel regretful that I engaged in this discussion.
In hindsight, when the initiator's remarks were unclear, I should have refrained from participating in the thread altogether. After reading the aforementioned comments, I acknowledge that the individual in question, referred to as "handikap," may indeed be performing her duties adequately, and the employer or boss of the initiator may be justified in retaining the individual, referred to as "bechari," in her position for the reported 7 years.
There have been numerous threads that I have avoided due to unclear reporting of facts and lack of attention to proper grammar and punctuation. Some threads, including this one, contain objectionable terms like "bechari." It is not our responsibility to teach English grammar and punctuation. The comments made by the thread initiator and the two other participants are disheartening, and I intend to steer clear of such topics in the future. I hope that the CiteHR Administration and senior administrators will acknowledge my decision and provide feedback on any errors I may have made.
Thank you.
From India, Noida
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I have been actively contributing to CiteHR for over 2 years, and during this time, I have not encountered any situation where I needed to apologize for my comments. However, upon reviewing the comments of the thread initiator and two other participants, I now feel regretful that I engaged in this discussion.
In hindsight, when the initiator's remarks were unclear, I should have refrained from participating in the thread altogether. After reading the aforementioned comments, I acknowledge that the individual in question, referred to as "handikap," may indeed be performing her duties adequately, and the employer or boss of the initiator may be justified in retaining the individual, referred to as "bechari," in her position for the reported 7 years.
There have been numerous threads that I have avoided due to unclear reporting of facts and lack of attention to proper grammar and punctuation. Some threads, including this one, contain objectionable terms like "bechari." It is not our responsibility to teach English grammar and punctuation. The comments made by the thread initiator and the two other participants are disheartening, and I intend to steer clear of such topics in the future. I hope that the CiteHR Administration and senior administrators will acknowledge my decision and provide feedback on any errors I may have made.
Thank you.
From India, Noida
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I think we are deviating from the main discussion by unnecessarily bringing in soft skills. Yes, it is very important as far as an HR executive is concerned, but you should not interpret it as good English communication. I feel that for an HR person, the local language is more important, though many think that without English, an HR cannot survive. In my understanding, it is not good presentation but good listening capacity that makes an HR person perfect. The former is the function of trainers and consultants and that can be gained even from colleges, but the latter is something that should be developed by oneself.
Only because one has been hired by the Director/Directors after undergoing a series of interviews and group discussions (artificially fabricated events in the selection process), they cannot become an effective employee. There can be selection errors. When the error is pointed out by superiors, you should accept it. You cannot then say, "I was appointed by the Director and therefore, whatever I do will be perfect." When you have a problem, you can address it and seek advice from others. That was what happened here as well. Now, being an HR professional, what you have to do is observe carefully and find a solution. You should consider many aspects about an employee, such as their mental state, personal life, emotions, and so on. After observing all these, you can have a meeting with the employee and convince him/her in a very positive manner. This should be the approach of an HR person.
Madhu.T.K
From India, Kannur
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Only because one has been hired by the Director/Directors after undergoing a series of interviews and group discussions (artificially fabricated events in the selection process), they cannot become an effective employee. There can be selection errors. When the error is pointed out by superiors, you should accept it. You cannot then say, "I was appointed by the Director and therefore, whatever I do will be perfect." When you have a problem, you can address it and seek advice from others. That was what happened here as well. Now, being an HR professional, what you have to do is observe carefully and find a solution. You should consider many aspects about an employee, such as their mental state, personal life, emotions, and so on. After observing all these, you can have a meeting with the employee and convince him/her in a very positive manner. This should be the approach of an HR person.
Madhu.T.K
From India, Kannur
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I agree with Madhu.T.K. While it's important that the users use proper English, and perhaps we even need to mention it to the users at fault, it needs to be done in an encouraging passing remark. Threads should not become about the grammar capabilities of the user, who is here to ask for help and advice. Be kind to them and help where you can.
Regards,
CHR
From India, Gurgaon
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Regards,
CHR
From India, Gurgaon
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Dear Hiral,
Please do not get discouraged by the comments given for your English. Let people understand that English is just a language and it has nothing to do with your knowledge or ability. We live in a country that comprises so many different languages, and not all schools have English as their primary language.
Now coming to your main query, there are many experienced seniors who have tried to answer your query. Hope that will help you.
I just wanted to add my experience here. I had exactly the same experience in one of my jobs. When I read it, I felt like you are just writing my story. I tried almost all the solutions mentioned here - I approached my bosses with solutions and alternatives, I gifted her on her birthday, I appreciated her work wherever I could. Nothing helped. It seemed like my bosses had completely turned a blind eye to her behavior. I waited for 3 long years to see no change. Finally, I quit and took up a better assignment elsewhere. I am still wondering what made them ignore her behavior. I think the only help here can come from your seniors with some efforts from your side.
From India, Mumbai
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Please do not get discouraged by the comments given for your English. Let people understand that English is just a language and it has nothing to do with your knowledge or ability. We live in a country that comprises so many different languages, and not all schools have English as their primary language.
Now coming to your main query, there are many experienced seniors who have tried to answer your query. Hope that will help you.
I just wanted to add my experience here. I had exactly the same experience in one of my jobs. When I read it, I felt like you are just writing my story. I tried almost all the solutions mentioned here - I approached my bosses with solutions and alternatives, I gifted her on her birthday, I appreciated her work wherever I could. Nothing helped. It seemed like my bosses had completely turned a blind eye to her behavior. I waited for 3 long years to see no change. Finally, I quit and took up a better assignment elsewhere. I am still wondering what made them ignore her behavior. I think the only help here can come from your seniors with some efforts from your side.
From India, Mumbai
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Dear Hiral,
Please do not get discouraged by the comments given for your English. Let people understand that English is just a language and it has nothing to do with your knowledge or ability. We live in a country that comprises of so many different languages, and not all schools have English as their primary language.
Now coming to your main query, there are many experienced seniors who have tried to answer your query. I hope that will help you.
I just wanted to add my experience here; I had exactly the same experience in one of my jobs. When I read it, I felt like you are just writing my story. I tried almost all the solutions mentioned here - I approached my bosses with solutions and alternatives, I gifted her on her birthday, I appreciated her work wherever I could. Nothing helped. It seemed like my bosses had completely turned a blind eye to her behavior. I waited for 3 long years to see no change. Finally, I quit and took up a better assignment elsewhere. I am still wondering what made them ignore her behavior. I think the only help here can come from your seniors with some efforts from your side.
Posted Today
From India, Mumbai
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Please do not get discouraged by the comments given for your English. Let people understand that English is just a language and it has nothing to do with your knowledge or ability. We live in a country that comprises of so many different languages, and not all schools have English as their primary language.
Now coming to your main query, there are many experienced seniors who have tried to answer your query. I hope that will help you.
I just wanted to add my experience here; I had exactly the same experience in one of my jobs. When I read it, I felt like you are just writing my story. I tried almost all the solutions mentioned here - I approached my bosses with solutions and alternatives, I gifted her on her birthday, I appreciated her work wherever I could. Nothing helped. It seemed like my bosses had completely turned a blind eye to her behavior. I waited for 3 long years to see no change. Finally, I quit and took up a better assignment elsewhere. I am still wondering what made them ignore her behavior. I think the only help here can come from your seniors with some efforts from your side.
Posted Today
From India, Mumbai
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc