Hello Seniors,
I am facing one problem,
Two of our employees have been having problems with each other at work. When I sat them down to find out what was going on, I learned the two had an affair but recently broke up.
The man has been badmouthing the woman among co-workers, and that was the source of the bickering.
I told them to keep their personal problems to themselves, but I suspect this conflict will continue. If it does, what should I do?
Please advise how to deal with this problem.
Regards
Partho
From Saudi Arabia
4I am facing one problem,
Two of our employees have been having problems with each other at work. When I sat them down to find out what was going on, I learned the two had an affair but recently broke up.
The man has been badmouthing the woman among co-workers, and that was the source of the bickering.
I told them to keep their personal problems to themselves, but I suspect this conflict will continue. If it does, what should I do?
Please advise how to deal with this problem.
Regards
Partho
From Saudi Arabia
Dear partho,
You must reprimand both of them to keep their personal issues to themselves and shall not be hinderence to the work and office culture, decency shall not be affeted of else a viewed seriously.
Abraham
You must reprimand both of them to keep their personal issues to themselves and shall not be hinderence to the work and office culture, decency shall not be affeted of else a viewed seriously.
Abraham
From Saudi Arabia
what sense does it make to post such issues here I dont understand, :confused::confused::confused: please forgive me if I have written something wrong, :(:(:(
From India, Pune
From India, Pune
Dear Ravi, You are pardoned. But this is HR issue and most of us face such issues where employees take office for granted. Abraham
From Saudi Arabia
From Saudi Arabia
hi partho, i am not the senior persion but still i want to give an idea you can change their seats.
From India, New Delhi
From India, New Delhi
Hello Partho,
I am not sure if changing the seats would help in this context....after all bad-mouthing doesn't depend on the seating positions.
I suggest you sit with them...both seperately as well as together......and drive home the point ABOUT THE CONSEQUENCES if this continues.
Quite often, emotions can cloud people to the consequences of their behaviour. Once they are made aware of what the results COULD be-which might include Termination [NOT THAT IT WILL HAPPEN, mind you], then they do their best to control themselves to segragate official & personal lives.....and who knows-they might even rejoin and come to you to say: Thank You:icon1:
Rgds,
TS
From India, Hyderabad
I am not sure if changing the seats would help in this context....after all bad-mouthing doesn't depend on the seating positions.
I suggest you sit with them...both seperately as well as together......and drive home the point ABOUT THE CONSEQUENCES if this continues.
Quite often, emotions can cloud people to the consequences of their behaviour. Once they are made aware of what the results COULD be-which might include Termination [NOT THAT IT WILL HAPPEN, mind you], then they do their best to control themselves to segragate official & personal lives.....and who knows-they might even rejoin and come to you to say: Thank You:icon1:
Rgds,
TS
From India, Hyderabad
Dear Partho,
Its really a bit tough case, but not very difficult to handle. You can do it. My suggestions are as follows.
THough I agree that work is on priority but giving them any ultimatum for resignation etc at this stage is not an option. They r our workforce and are human beings, emotional issues can affect anyone - u, me or anyone.
Deal the emotional issues with empnathy & emotions, keeping brain under control.
As u said i couldn't understood the whole situation at ur end, so cont say clearly.
BUt suggest that do not make ur point of view in favor/against for any one of these two untill u see a proof. We as Hr should not come to conclusion without proof, but u can assume something based on dealings but challenge that assumption.
Better discuss with these two people seperately, listen them empathatically. share the emotions n let them know that how much u r concern with their emotions. First u inderstand and let hem understand the difference between emotions n work and how tyhey affect each other. Find their priorities and values. Meanwhile u can also tell the bad effects if these things are prolonged, and how u r concern about those bad effects - market is also bad.
Counsel them seperately. Also give air to them if they can rejoin - its sensitive to handle just check. Do go very personally.
U can tell then to go on leave for some time, or engae them in some employee engagement activities etc...
Plz as HR dont handle them like machines.
Regards,
Rahul
From India, Mumbai
Its really a bit tough case, but not very difficult to handle. You can do it. My suggestions are as follows.
THough I agree that work is on priority but giving them any ultimatum for resignation etc at this stage is not an option. They r our workforce and are human beings, emotional issues can affect anyone - u, me or anyone.
Deal the emotional issues with empnathy & emotions, keeping brain under control.
As u said i couldn't understood the whole situation at ur end, so cont say clearly.
BUt suggest that do not make ur point of view in favor/against for any one of these two untill u see a proof. We as Hr should not come to conclusion without proof, but u can assume something based on dealings but challenge that assumption.
Better discuss with these two people seperately, listen them empathatically. share the emotions n let them know that how much u r concern with their emotions. First u inderstand and let hem understand the difference between emotions n work and how tyhey affect each other. Find their priorities and values. Meanwhile u can also tell the bad effects if these things are prolonged, and how u r concern about those bad effects - market is also bad.
Counsel them seperately. Also give air to them if they can rejoin - its sensitive to handle just check. Do go very personally.
U can tell then to go on leave for some time, or engae them in some employee engagement activities etc...
Plz as HR dont handle them like machines.
Regards,
Rahul
From India, Mumbai
Whatever may the reason be!!!
The employees can't put in their personal life over the professional one. Issue a warning to the male and give a word of caution to the female for letting this issue come on to her work place too...
Thanks
From India, Faridabad
The employees can't put in their personal life over the professional one. Issue a warning to the male and give a word of caution to the female for letting this issue come on to her work place too...
Thanks
From India, Faridabad
I see two issues.
1) Employees bickering in the workplace
2) An employee badmouthing another employee
For the bickering in the workplace, if this is the first issue of this nature, I would provide both employees with a verbal warning and make sure they both understand their responsibility to act at all times in a professional manner. Each employee should be spoken with separately.
The second issue is a little more serious. As employers we have a responsibility to provide employees with a safe and harassment free work environment. Depending on the nature of the comments I would provide an additional verbal warning and possibly a written warning.
I would also look at your company policies and training and determine if changes need to be made to educate employees about their responsibility to be professional in the workplace and to ensure they understand harassment.
From Canada, London
1) Employees bickering in the workplace
2) An employee badmouthing another employee
For the bickering in the workplace, if this is the first issue of this nature, I would provide both employees with a verbal warning and make sure they both understand their responsibility to act at all times in a professional manner. Each employee should be spoken with separately.
The second issue is a little more serious. As employers we have a responsibility to provide employees with a safe and harassment free work environment. Depending on the nature of the comments I would provide an additional verbal warning and possibly a written warning.
I would also look at your company policies and training and determine if changes need to be made to educate employees about their responsibility to be professional in the workplace and to ensure they understand harassment.
From Canada, London
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Five Ways To ... Toughen up Employees to Handle Change Management Crises at Workplace.pdf
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