Hi, everybody,
I am a new member here. Actualy am facing the same issue at my office. I do friend of mine who works under me his is allways late. However, since he is head of department this attitude can reflects to other employees under him. I tried to be nice but realy I dont know what is in his mind. I do thing that he tries to take advatages of our friendship. Really i dont know what kind of action i have to take which can ballance between his attitude and our freindship
From Oman, Muscat
I am a new member here. Actualy am facing the same issue at my office. I do friend of mine who works under me his is allways late. However, since he is head of department this attitude can reflects to other employees under him. I tried to be nice but realy I dont know what is in his mind. I do thing that he tries to take advatages of our friendship. Really i dont know what kind of action i have to take which can ballance between his attitude and our freindship
From Oman, Muscat
Hi Ravi,
The suggestion was really good...an hr is not a god...vert well said.
Of all the suggestions given your suggestion impressed me. Would you mind giving your contact number.
Thanks and Regards,
Ravi.N
From India
1The suggestion was really good...an hr is not a god...vert well said.
Of all the suggestions given your suggestion impressed me. Would you mind giving your contact number.
Thanks and Regards,
Ravi.N
From India
always think out of the box as HR dont follow the same old rules & standards. create new even if it looks stupid for others. Every invention starts from stupid ideas itself..............be creative
From India, Bangalore
From India, Bangalore
HI
MR.sohini basu I AM VENKAT,I HOPE THAT MY SUGGESTION WILL HELP FULL FOR U. IF IT IS HELP FULL FOR U SO THAT I WILL VERY HAPPY FOR THAT.
MY SUGGESTION U ARE SAYING THAT U ALL READY GIVEN THE WARNING SO AGAIN SHE IS REPEATING THE SAME PROBLEM.
SO ACTUALLY SHE IS A TRAINEE RIGHT IN ANY ORGANISATION. WE DONT GIVE ANY NOTICE PERIOD BEFORE LIVING OR JOINING SO WE HAVE THE RIGHTS TO REMOVE HIM OR GIVE ONE MORE WARNING LIKE THIS .MISS IF U REPEAT THIS AGAIN U WILL BE TERMINATED FOR OUR ORGANISATION LIKE THIS U GIVE A LAST WARNING TO HER. AFTER THAT U SEE WAT IS HER RESPONCE. I F SHE REPEAT AGAIN PLEASE TERMINATE FROM HER JOB IF SHE IS A TRAINEE ALSO NO PROBLEM.
AND WE WILL GIVE ONE THE CERTIFICATES TO TRAINEES RIGHT AFTER COMPLETING HIS PROJECT SO WE WILL WRITE IN THIS LETTER HIS HIS ATTENDING TIME IS NOT GOOD WE CAN GIVE REPORT TO HER IF SHE REPEAT AGAIN COMING LATE OK
AS PER YOUR COMPANY POLICY I DONT KNOW WAT IS THE POLICY FOR TRAINEES U FIRST REFER THE POLICY AAND TAKE THE DECESION OK TAKE CARE BYE BYE.
REGARDS
VENKAT
CORP-HR
From India, Hyderabad
MR.sohini basu I AM VENKAT,I HOPE THAT MY SUGGESTION WILL HELP FULL FOR U. IF IT IS HELP FULL FOR U SO THAT I WILL VERY HAPPY FOR THAT.
MY SUGGESTION U ARE SAYING THAT U ALL READY GIVEN THE WARNING SO AGAIN SHE IS REPEATING THE SAME PROBLEM.
SO ACTUALLY SHE IS A TRAINEE RIGHT IN ANY ORGANISATION. WE DONT GIVE ANY NOTICE PERIOD BEFORE LIVING OR JOINING SO WE HAVE THE RIGHTS TO REMOVE HIM OR GIVE ONE MORE WARNING LIKE THIS .MISS IF U REPEAT THIS AGAIN U WILL BE TERMINATED FOR OUR ORGANISATION LIKE THIS U GIVE A LAST WARNING TO HER. AFTER THAT U SEE WAT IS HER RESPONCE. I F SHE REPEAT AGAIN PLEASE TERMINATE FROM HER JOB IF SHE IS A TRAINEE ALSO NO PROBLEM.
AND WE WILL GIVE ONE THE CERTIFICATES TO TRAINEES RIGHT AFTER COMPLETING HIS PROJECT SO WE WILL WRITE IN THIS LETTER HIS HIS ATTENDING TIME IS NOT GOOD WE CAN GIVE REPORT TO HER IF SHE REPEAT AGAIN COMING LATE OK
AS PER YOUR COMPANY POLICY I DONT KNOW WAT IS THE POLICY FOR TRAINEES U FIRST REFER THE POLICY AAND TAKE THE DECESION OK TAKE CARE BYE BYE.
REGARDS
VENKAT
CORP-HR
From India, Hyderabad
Hi,
Some people will be like that, we can't guess their behaviour n even their problems. But from ur side, u tried so much to solve the problem. She should know the value of "Work"- Work is Worship. As a HR u can avoid such people, only in one way. Iam totally agreeing with Runa Patil's suggestion as u've the power to give her, notice period. In between you can search for a new trainee, assign her present work to the people available with you(experienced).
If its not possible then wait for a right time, whenever she completes her project, don't miss that opportunity to send her out.
Will it works for you:?:
Madhavi
From India, Bangalore
Some people will be like that, we can't guess their behaviour n even their problems. But from ur side, u tried so much to solve the problem. She should know the value of "Work"- Work is Worship. As a HR u can avoid such people, only in one way. Iam totally agreeing with Runa Patil's suggestion as u've the power to give her, notice period. In between you can search for a new trainee, assign her present work to the people available with you(experienced).
If its not possible then wait for a right time, whenever she completes her project, don't miss that opportunity to send her out.
Will it works for you:?:
Madhavi
From India, Bangalore
Yeah. I do agree with Mr.RAVI.
But, as a Senior level person one need not wait for such a long time by keeping the things within himslef.
I suggest Mr/Ms./Mrs. Sohini Roy to take it up further with superiors and as Mr.Ravi says try out all the options inculding LOP kind of things.
Then take a right action based on her reaction to LOP and all.
This is good for the company.
regards,
Uniquenaga
From India, Madras
But, as a Senior level person one need not wait for such a long time by keeping the things within himslef.
I suggest Mr/Ms./Mrs. Sohini Roy to take it up further with superiors and as Mr.Ravi says try out all the options inculding LOP kind of things.
Then take a right action based on her reaction to LOP and all.
This is good for the company.
regards,
Uniquenaga
From India, Madras
Dear Sohini,
I do agree with all the people that u should handle the situation in polite manner but let me also tell u as HR you have got certain duties and responsibliteis towards the organisation also. In my openion besides talking to her u should also communicate to her about disciplinary action and issue her a warning letter for her late coming late and absenteeism becoz u are not running a charitable organisation. This has happen in my company also Italked to that girl and told her about her responiblities side by side I also told her about the consiquences if she does improve. I had issued two warning letters in span of four months and finally when Iwas preparing to give Show Cause notice she resigned and left
From India, New Delhi
I do agree with all the people that u should handle the situation in polite manner but let me also tell u as HR you have got certain duties and responsibliteis towards the organisation also. In my openion besides talking to her u should also communicate to her about disciplinary action and issue her a warning letter for her late coming late and absenteeism becoz u are not running a charitable organisation. This has happen in my company also Italked to that girl and told her about her responiblities side by side I also told her about the consiquences if she does improve. I had issued two warning letters in span of four months and finally when Iwas preparing to give Show Cause notice she resigned and left
From India, New Delhi
Dear,
I would suggest take a face to face interview with and try to understand why she is behaving like this, make sure that she does,'t feel that you are going to take her class, make friendly environment and let her feel that you are with her not only you but company (management) is with her.
make sure whatever she says, after meeting noted down and filed it in her personal file ...if same thing happen again in future then i would suggest go by the company policy on disciplinary issue and follow the steps...?
Regards,
Rupendra
From India, New Delhi
I would suggest take a face to face interview with and try to understand why she is behaving like this, make sure that she does,'t feel that you are going to take her class, make friendly environment and let her feel that you are with her not only you but company (management) is with her.
make sure whatever she says, after meeting noted down and filed it in her personal file ...if same thing happen again in future then i would suggest go by the company policy on disciplinary issue and follow the steps...?
Regards,
Rupendra
From India, New Delhi
This scenario doesn't add up....
1. You have appointed a trainee and made that person responsible for a project??? Is she a reference candidate of a senior management person or related to some one in your organization?
2. She obviously reports to some one in your organizion ( and I'm sure that's not you). What is the reaction of that person about this "trainee"?
The reason, i'm so intrigues about the "trainee' is that inspite what all have suggested of everyone having Personal problems (Blah Blah!!!), I would like to believe that more than her problems, it is her feeling of being indispensible that is driving her actions. Her disregard to your position and seniority ( By her behaviour and response patterns) enhances this thought further. This feeling in general does not come by default but is created by either the actions of the management or existing / created relationships. The only other reason for her behaviour is that she is not seriously looking at a long term career in your organziation but is using it as a stop gap arrangement and hence she is not bothered about the effects of her actions.
What many people do not understand an appreciate is the impact of such incidences on the employees and the worst impact is on the "value" of HR in the organization. The longer this problem pesists and is not dealt with forcefully, the more the chances are that HR would be less respected and valued as a proactive function.
I think you have already exhausted the option of "communicate, convince and Change". Personally I think it's not an option. It is by default a part of the responsibility of a HR person in any organization in any scenario. You need to continuously communicate, covince and change irrespective of whether a problem exists or not. Having said that, the only otion left to you is "Double or Quits". Either she changes or she quits. Ofcourse to do this you need to have the full support of your top management. If she changes good for every one ( Win - WIN), if she quits every one loses ( lose - lose)... ut either way , the winner will always be the HR because you have managed to stop this particular proble from spreading to others and creating a ripple effect in the organization.
Cheers
Navneet Chandra
From India, Delhi
1. You have appointed a trainee and made that person responsible for a project??? Is she a reference candidate of a senior management person or related to some one in your organization?
2. She obviously reports to some one in your organizion ( and I'm sure that's not you). What is the reaction of that person about this "trainee"?
The reason, i'm so intrigues about the "trainee' is that inspite what all have suggested of everyone having Personal problems (Blah Blah!!!), I would like to believe that more than her problems, it is her feeling of being indispensible that is driving her actions. Her disregard to your position and seniority ( By her behaviour and response patterns) enhances this thought further. This feeling in general does not come by default but is created by either the actions of the management or existing / created relationships. The only other reason for her behaviour is that she is not seriously looking at a long term career in your organziation but is using it as a stop gap arrangement and hence she is not bothered about the effects of her actions.
What many people do not understand an appreciate is the impact of such incidences on the employees and the worst impact is on the "value" of HR in the organization. The longer this problem pesists and is not dealt with forcefully, the more the chances are that HR would be less respected and valued as a proactive function.
I think you have already exhausted the option of "communicate, convince and Change". Personally I think it's not an option. It is by default a part of the responsibility of a HR person in any organization in any scenario. You need to continuously communicate, covince and change irrespective of whether a problem exists or not. Having said that, the only otion left to you is "Double or Quits". Either she changes or she quits. Ofcourse to do this you need to have the full support of your top management. If she changes good for every one ( Win - WIN), if she quits every one loses ( lose - lose)... ut either way , the winner will always be the HR because you have managed to stop this particular proble from spreading to others and creating a ripple effect in the organization.
Cheers
Navneet Chandra
From India, Delhi
hai sohini,
I understand your predicament.well,she must be having some psychological problem and genuine too.What she needs a good break.allow her to go to her rocks.before that,dont blame the performer but blame the performance.Catch her doing good things.Concentrate on her strenghs rather than on negatives.You change your interpersonal skills. and communication styles.There will be 100s of reasons and from here i can not comprehend it.BUT GENEARALLY,WOMEN ARE VULNEREABLE TO EMOTIONAL TRIGGERS. oNE IMP THING IS ONE FIRST IMPRESSION ONE GETS WITHIN FIRST FEW SECONDS {HERE U STAND} MATTERS MOST.WHAT IS HER IMPRESSION ABOUT YOU? mOTIVATE OR CREATE AN ENVIRONMENT SO SHE SELF-MOTIVATES.ASK HER TO ATTEND SOME MOTIVATIONAL CLASSES OR YOU SPONSER. giver good motivational self-help books. For some time keep quite and observe your own behaviour. If we go by her responses or reaction,probably, you also need to change. CHAnge your leadership skills.WELL IT IS REALLY CHALLENGING.SMALL ADVICE.DONT MISTAKE.YOUR WRTING SKIILLS NEEDS SOME FINETUNING. ALL THE BEST
From India
I understand your predicament.well,she must be having some psychological problem and genuine too.What she needs a good break.allow her to go to her rocks.before that,dont blame the performer but blame the performance.Catch her doing good things.Concentrate on her strenghs rather than on negatives.You change your interpersonal skills. and communication styles.There will be 100s of reasons and from here i can not comprehend it.BUT GENEARALLY,WOMEN ARE VULNEREABLE TO EMOTIONAL TRIGGERS. oNE IMP THING IS ONE FIRST IMPRESSION ONE GETS WITHIN FIRST FEW SECONDS {HERE U STAND} MATTERS MOST.WHAT IS HER IMPRESSION ABOUT YOU? mOTIVATE OR CREATE AN ENVIRONMENT SO SHE SELF-MOTIVATES.ASK HER TO ATTEND SOME MOTIVATIONAL CLASSES OR YOU SPONSER. giver good motivational self-help books. For some time keep quite and observe your own behaviour. If we go by her responses or reaction,probably, you also need to change. CHAnge your leadership skills.WELL IT IS REALLY CHALLENGING.SMALL ADVICE.DONT MISTAKE.YOUR WRTING SKIILLS NEEDS SOME FINETUNING. ALL THE BEST
From India
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How to Handle an Employee Resignation.doc