Well in that case, let's do this - I can send one of my soft skills trainers to your organization. He/she will conduct a 1-2 hours session/workshop to engage the concerned employees. May be this will help. You can tell the concerned employees that they have been nominated for the workshop and this make them feel important. Moreover, this will kind of ease the work pressure and prove as an important learning as well as a fun activity. Mind you, this is just to help you out. There is no cost involved in this.
From India, Mumbai
5From India, Mumbai
Dear Chaitanya,
Let's review the problem.
Firstly, if all employees do not have an attitude problem, it is still redeemable.
Secondly, if after one full year employees are still being considered freshers, with/without attitude(?) it must be considered systemic failure. This is attributable to poor management.
So do a thorough audit, find the causes and weak-points. Assess the priority of their impact and implement remedial measures gradually. Don't hurry! Take one step at a time. It will work out.
Good luck.
Colonel Gahlot' Proprietor
'TRURECRUIT'
09810081197
From India, Delhi
Let's review the problem.
Firstly, if all employees do not have an attitude problem, it is still redeemable.
Secondly, if after one full year employees are still being considered freshers, with/without attitude(?) it must be considered systemic failure. This is attributable to poor management.
So do a thorough audit, find the causes and weak-points. Assess the priority of their impact and implement remedial measures gradually. Don't hurry! Take one step at a time. It will work out.
Good luck.
Colonel Gahlot' Proprietor
'TRURECRUIT'
09810081197
From India, Delhi
Dear All,
As per the suggestions of our friends and experienced people, i have reviewed the problem. That is all the employees are lacking Behavioral ethics, which is how to talk to the management, how to send mails, phones, not following company rules and regulations, miss utilizing office property’s etc…
To resolve all these things the management recruited me as a HR Person, even though the management has conducted a work shop for all employees. But there is no change. What I have planned is to conduct 1-1 section with every one and lets know more about them, on every Friday I’m conducting one and half hour sections (training on communication, ethics and etc..), a small games on every 2 & 4 Fridays. What else can I do more effective? Any suggestions?
From India, Vijayawada
As per the suggestions of our friends and experienced people, i have reviewed the problem. That is all the employees are lacking Behavioral ethics, which is how to talk to the management, how to send mails, phones, not following company rules and regulations, miss utilizing office property’s etc…
To resolve all these things the management recruited me as a HR Person, even though the management has conducted a work shop for all employees. But there is no change. What I have planned is to conduct 1-1 section with every one and lets know more about them, on every Friday I’m conducting one and half hour sections (training on communication, ethics and etc..), a small games on every 2 & 4 Fridays. What else can I do more effective? Any suggestions?
From India, Vijayawada
You have got many tips and what i felt to add is that,
I feel that most important is to develop in them a feel that they are the company's greatest resource and treat them a necessity to the company's growth... As mentioned it's true that being new employees their actual problem that made a series of later issues might be due to their attitude of seeing at as a mere means of income and not being in the job- which maybe due to lack of consideration and appretiation of staff, lack of responsibility, lack of professionalism, question of 'why me?' and 'what can I do?' growing in them..
If it is so before giving trainings etc. be part of their family by analysing being in their shoes.. and thus training would be more creative and effective later..
but usually for such training doesn't come as great leadership workshops etc. instead be with them, discuss with them on showing them how you encountered such a problem in your certain time of job..
Thus give them leadership, motivation and value and ethics from your life and manipulating situations of company...
Do feel free to ask or comment on this..
Wishing you all the best..
Regards
Akhil Billy
From India, Thiruvananthapuram
I feel that most important is to develop in them a feel that they are the company's greatest resource and treat them a necessity to the company's growth... As mentioned it's true that being new employees their actual problem that made a series of later issues might be due to their attitude of seeing at as a mere means of income and not being in the job- which maybe due to lack of consideration and appretiation of staff, lack of responsibility, lack of professionalism, question of 'why me?' and 'what can I do?' growing in them..
If it is so before giving trainings etc. be part of their family by analysing being in their shoes.. and thus training would be more creative and effective later..
but usually for such training doesn't come as great leadership workshops etc. instead be with them, discuss with them on showing them how you encountered such a problem in your certain time of job..
Thus give them leadership, motivation and value and ethics from your life and manipulating situations of company...
Do feel free to ask or comment on this..
Wishing you all the best..
Regards
Akhil Billy
From India, Thiruvananthapuram
Dear Chaithanya,
It's all due to basic fact they want recognition or didn't get it earlier..
Ya it's great having sessions face to face.. And each should gradually work from their heart, at that point you have suceeded..
and in case if they misuse the freedom and interaction you take be ready to any time be ready to show the other face of the HR without any showing of fear and surprise..
Regards..
Akhil
From India, Thiruvananthapuram
It's all due to basic fact they want recognition or didn't get it earlier..
Ya it's great having sessions face to face.. And each should gradually work from their heart, at that point you have suceeded..
and in case if they misuse the freedom and interaction you take be ready to any time be ready to show the other face of the HR without any showing of fear and surprise..
Regards..
Akhil
From India, Thiruvananthapuram
I think Chaithanya, there are two problems here:
1. Defining the exact nature of the problem
2. Analyzing and solving the problem
The former needs to come from you. You need to get a formal 'business and performance appraisal' as well as a 'training needs assessment' done. You need to be very specific:
1. What is the problem?
2. Who is affected?
3. When does it occur?
4. How many get affected? How often they get affected?
5. What is the impact? What is the result?
6. What is the business issue?
7. What are the possible causes?
8. What is driving the causes?
9. Who is responsible for the drivers?
10. How is the process triggered?
Once you have done this, we can ascertain what exactly is happening at the company. As an example, if you say misuse of property, what is the maintenance cost or replacement cost like? Can you compare it with other companies? Can you compare it with other departments?
When you have this information, you need to look at potential control mechanisms. You could go for a first party control system, a second-party control system or a third-party control system.
At the same time, to facilitate the transformation, you might want to discuss ways to eliminate the drivers. This is your HR intervention design. You might need a consultant to do all this.
If you are keen on roping in consultants, I am sure you would find a lot of them in CiteHR itself. If you want to do it inhouse, you might need a coach to help you. Again CiteHR has tons of them.
From United States, Daphne
1. Defining the exact nature of the problem
2. Analyzing and solving the problem
The former needs to come from you. You need to get a formal 'business and performance appraisal' as well as a 'training needs assessment' done. You need to be very specific:
1. What is the problem?
2. Who is affected?
3. When does it occur?
4. How many get affected? How often they get affected?
5. What is the impact? What is the result?
6. What is the business issue?
7. What are the possible causes?
8. What is driving the causes?
9. Who is responsible for the drivers?
10. How is the process triggered?
Once you have done this, we can ascertain what exactly is happening at the company. As an example, if you say misuse of property, what is the maintenance cost or replacement cost like? Can you compare it with other companies? Can you compare it with other departments?
When you have this information, you need to look at potential control mechanisms. You could go for a first party control system, a second-party control system or a third-party control system.
At the same time, to facilitate the transformation, you might want to discuss ways to eliminate the drivers. This is your HR intervention design. You might need a consultant to do all this.
If you are keen on roping in consultants, I am sure you would find a lot of them in CiteHR itself. If you want to do it inhouse, you might need a coach to help you. Again CiteHR has tons of them.
From United States, Daphne
Hi,
I would suggest you get pro HELP in this regards, We too have the same issue for some years and lost valuable time.
Get a pro analyst or consultant for these kinda issues. Try decodemind.in they are full time attitude managers for corporate employees.
Regards,
From India, Bangalore
I would suggest you get pro HELP in this regards, We too have the same issue for some years and lost valuable time.
Get a pro analyst or consultant for these kinda issues. Try decodemind.in they are full time attitude managers for corporate employees.
Regards,
From India, Bangalore
Hi,
I would suggest you get pro HELP in this regards, We too have the same issue for some years and lost valuable time.
Get a pro analyst or consultant for these kinda issues. Try decodemind.in they are full time attitude managers for corporate employees.
They as one of the leading companty who specializes in consulting, analyzing, technology, research, and experiment projects. Existing since 2010 and been serving in various fields like wellness, consulting, technology, education etc. We have succeeded in serving clients from various walks of life and helped many clients in achieving their objectives.
Regards,[/QUOTE]
From India, Bangalore
I would suggest you get pro HELP in this regards, We too have the same issue for some years and lost valuable time.
Get a pro analyst or consultant for these kinda issues. Try decodemind.in they are full time attitude managers for corporate employees.
They as one of the leading companty who specializes in consulting, analyzing, technology, research, and experiment projects. Existing since 2010 and been serving in various fields like wellness, consulting, technology, education etc. We have succeeded in serving clients from various walks of life and helped many clients in achieving their objectives.
Regards,[/QUOTE]
From India, Bangalore
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