Handling Employee Performance Issues
I am working as an HR professional in a private company. Kindly give your suggestions on the following matter: A fresher joined our company three months ago. During his initial stage, he was performing well, maintaining punctuality, and displaying a positive attitude. However, for the past month, he has been frequently taking excessive leave, coming in late, and his performance has also deteriorated. Meanwhile, his parents have been contacting me and my director to inquire whether he has been showing up at the office or not. Our management has decided to let him go after a one-month notice period. I seek your assistance in handling such an employee.
Thank you.
From India, Chennai
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4I am working as an HR professional in a private company. Kindly give your suggestions on the following matter: A fresher joined our company three months ago. During his initial stage, he was performing well, maintaining punctuality, and displaying a positive attitude. However, for the past month, he has been frequently taking excessive leave, coming in late, and his performance has also deteriorated. Meanwhile, his parents have been contacting me and my director to inquire whether he has been showing up at the office or not. Our management has decided to let him go after a one-month notice period. I seek your assistance in handling such an employee.
Thank you.
From India, Chennai
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Addressing Disobedient Employees: A Practical Approach
If a college fresher is becoming disobedient, why are you worrying too much? It appears that the said employee is not career-conscious. Be that as it may, your organization may not invest time in driving career consciousness into his head. You run a business organization, not a counseling center. Let me give an analogy: your job is to cultivate the land, not convert arid land into cultivable land!
If the employee is taking unauthorized leave and reporting late for his duties, then issue him a show-cause notice. If the explanation is not satisfactory, give him a warning letter. If the employee remains intractable, ask him to submit his letter of resignation.
As far as telephone calls from his parents are concerned, tell them politely that you run a business organization, not an educational institution. Therefore, these calls are uncalled for.
Final Comments: Understanding Generational Differences
Your post reflects changed social conditions. This is the millennial generation. Within this generation, those who have grown up after 1991 were beneficiaries of economic liberalization. They are often pampered by their parents or grandparents and do not have pressing domestic responsibilities. Many of them are born in well-furnished 2 BHK or 3 BHK homes. In the preceding generation, a sense of responsibility was inculcated right from childhood. This was not the case in this generation. When they take up a job, all of a sudden, they become responsible. Few of them are too weak to carry this burden of responsibility. This employee appears to be from this category.
Thanks,
Dinesh Divekar
From India, Bangalore
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If a college fresher is becoming disobedient, why are you worrying too much? It appears that the said employee is not career-conscious. Be that as it may, your organization may not invest time in driving career consciousness into his head. You run a business organization, not a counseling center. Let me give an analogy: your job is to cultivate the land, not convert arid land into cultivable land!
If the employee is taking unauthorized leave and reporting late for his duties, then issue him a show-cause notice. If the explanation is not satisfactory, give him a warning letter. If the employee remains intractable, ask him to submit his letter of resignation.
As far as telephone calls from his parents are concerned, tell them politely that you run a business organization, not an educational institution. Therefore, these calls are uncalled for.
Final Comments: Understanding Generational Differences
Your post reflects changed social conditions. This is the millennial generation. Within this generation, those who have grown up after 1991 were beneficiaries of economic liberalization. They are often pampered by their parents or grandparents and do not have pressing domestic responsibilities. Many of them are born in well-furnished 2 BHK or 3 BHK homes. In the preceding generation, a sense of responsibility was inculcated right from childhood. This was not the case in this generation. When they take up a job, all of a sudden, they become responsible. Few of them are too weak to carry this burden of responsibility. This employee appears to be from this category.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Friend,
Shri Divekar has guided you correctly. In HR, one has to consider the interest of the organization and not that of the individual. If you fail in your duty, the organization will take action against you.
Regards,
Y.R. Shirke
From India, Mumbai
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Shri Divekar has guided you correctly. In HR, one has to consider the interest of the organization and not that of the individual. If you fail in your duty, the organization will take action against you.
Regards,
Y.R. Shirke
From India, Mumbai
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Thank you so much, Mr. Divekar & Mr. Shirke, for your guidance. I have planned to send an email to the employee as a first warning for irregular attendance. Kindly correct the content regarding the warning if necessary.
Sub: Warning For Irregular Attendance
This is to inform you that management has noticed that over the last 1-2 months, you have taken leaves (full day or short leave) mostly without any prior intimation to the company, and it seems to be a regular practice. If you continue this behavior, we will have to take further disciplinary action, possibly including termination.
Furthermore, please note that no half-day/full-day leave will be granted unless you inform management at least three days before availing of any leave.
From India, Chennai
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Sub: Warning For Irregular Attendance
This is to inform you that management has noticed that over the last 1-2 months, you have taken leaves (full day or short leave) mostly without any prior intimation to the company, and it seems to be a regular practice. If you continue this behavior, we will have to take further disciplinary action, possibly including termination.
Furthermore, please note that no half-day/full-day leave will be granted unless you inform management at least three days before availing of any leave.
From India, Chennai
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If the employee has been absent a number of times, then it merits the issue of a show cause notice and not a warning letter. You should have issued a warning letter immediately after 1-2 unauthorized absences. Following is the revised draft:
Date:
To,
Mr _________
Employee No: ___________
Show Cause Notice on Unauthorized Absence
1. It has been observed that you have been absent from your duties _______ times in the last month and a half. Each time it was an unauthorized absence. Your uninformed and sudden absence hampers the work of your department.
2. The administration of _______ (name of your company) has taken serious note of your absences as these foster a culture of indiscipline. This show cause notice is issued to you to provide justification for your absence. You need to reply in writing within 48 hours of receiving this notice. If your explanation is found satisfactory or if no reply is received, severe disciplinary action will be initiated against you.
Name
Designation
Thanks,
Dinesh Divekar
From India, Bangalore
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Date:
To,
Mr _________
Employee No: ___________
Show Cause Notice on Unauthorized Absence
1. It has been observed that you have been absent from your duties _______ times in the last month and a half. Each time it was an unauthorized absence. Your uninformed and sudden absence hampers the work of your department.
2. The administration of _______ (name of your company) has taken serious note of your absences as these foster a culture of indiscipline. This show cause notice is issued to you to provide justification for your absence. You need to reply in writing within 48 hours of receiving this notice. If your explanation is found satisfactory or if no reply is received, severe disciplinary action will be initiated against you.
Name
Designation
Thanks,
Dinesh Divekar
From India, Bangalore
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Legally speaking, if he is on probation, terminate his service by giving one month's notice. If he is a permanent employee, then you have to issue a charge sheet, conduct a domestic inquiry, and then terminate him (which will be costly as well as time-consuming).
Or you can just convince him to submit his resignation or even his parents (since you are in talking terms with them). This will be the best solution instead of following the legal route.
From India, Kolkata
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Or you can just convince him to submit his resignation or even his parents (since you are in talking terms with them). This will be the best solution instead of following the legal route.
From India, Kolkata
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