Hi, I have a employee who takes frequent leaves saying her child has fallen ill or she has to take care of the child. This has become a pattern. Last Friday( Nov 14) she informed me that caretaker of the child was going out of station and she might not be able to come on Monday. I Informed her as many people are already on leave It would not be possible for me to allow her to take leave, I would have to seek my manager's approval for her leave. If the Manager doesn't agree for a paid leave she might have to go on LOP(Loss of Pay). She abruptly left the place. She went to a colleague and explained to her the whole situation. The colleague approached another Team Lead and said to him I was manner less.Later the person asking for leave went to another Team Lead and started explained the whole situation and asked him for the leave.He also explained to her that It was difficult to grant her leave. Later the leave(Paid Leave) was approved to her after Manager's consent. The same person had commited an error while working which was found by Quality Analyst. I asked her why she had missed out the information. She didnot reply for my mail.The next day I sent her another mail saying I am awaiting your response. She replied "What do you want me to reply on? I know my mistake, I have amended and resent the Report". I escalated the issue to Manager. The manager informed her she is supposed to reply to the mails inorder to improve the process and personal improvement. I informed the Manager that her response was harsh. Then she started saying that I was rude to her. She said, "myself saying that she had taken leaves with her child as a reason" hurt her. I hadn't used any offensive, abusive or foul language with her. The manager is suggesting me to be more careful while addressing the issue. How do I manage this employee? Was I wrong anywhere?
From India, Bangalore
From India, Bangalore
Dear Kiran, Pls understand that emergencies do arise for all of us and we need to handle the situation sensibly. But that does not mean that ppl can take undue advantage of the same. The employee's performance on floor and her body language will convey a lot more things than the eye can see. Suggest the foll:
From India, Bangalore
19- Empathise with her for the difficulty she is having to deal with, suggest few alternatives...
- Make her understand that inspite of all personal and professional constraints, the team needs to work together towards achieving the target. The orgsn is not running on charity.
- Moderate a meeting with HR and the employee clarifying the leave policies.
- Closely monitor her performance and team interaction.
- Inspite of all measures taken, if the situation still persists, give a warning and then take disciplinary measures. Coz, it is better to nip an underperforming employee in the bud rather that spread it to others in the team.
From India, Bangalore
Hi, I agree with suja, You'll have to be a little more patient. I guess she is just going thru a rough patch in her life, or try connecting with her, maybe the problem is somewhere else. as far as the case goes 1. she might not be the right fit of the role and may be getting pressurised. 2. she may be going thru a tormented time in her life and needs someone to listen to her and sympathise with the situation for her to be able to come out. 3. Her faultering and not replying back on the mails is definitley viewed as " getting her defense guards up" this predominantly is observed as a trait in employees who take a query as a personal attack and hence would not want to respond and keep mum. Way out - speak to her, get connected, ensure you tell her the leave availability balance and how her absence affects the work, since she is an integral part of the system. Make her comfortable for her to open up. Guess this should really Help
From India, Delhi
From India, Delhi
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