Hi,
In my organization, we have an employee who is a very good performer as far as work is concerned but she has two annoying habits as discribed.
1. She talks very loud in the office and in vernacular language.
2. She NEVER sends reports on time. Her reports - which she is suppose to send every week - are always at least 1 week or 2 weeks late.
We have already tackled the first issue. I need help for tackling the second one. We have already sent her written notices, have had talks and strict discussions with her about the reporting schedule. We also had a discussion about the report structure and changed it to an easier format of the MIS, but she does not change.
Please suggest a way or a disciplinary action we can take for this.
Warm Regards
Archana Jog
From India, Mumbai
2In my organization, we have an employee who is a very good performer as far as work is concerned but she has two annoying habits as discribed.
1. She talks very loud in the office and in vernacular language.
2. She NEVER sends reports on time. Her reports - which she is suppose to send every week - are always at least 1 week or 2 weeks late.
We have already tackled the first issue. I need help for tackling the second one. We have already sent her written notices, have had talks and strict discussions with her about the reporting schedule. We also had a discussion about the report structure and changed it to an easier format of the MIS, but she does not change.
Please suggest a way or a disciplinary action we can take for this.
Warm Regards
Archana Jog
From India, Mumbai
Hi Archana,
I think the problem that you are facing is can be solved by making the employee aware of the importance of her report to the organization. Help her understand how valuable her inputs are, appreciate her regularly. If possible show her the final output of her reports.
I hope this will be of some help. Do let me know if it works out.
All the best.
From India, Mumbai
I think the problem that you are facing is can be solved by making the employee aware of the importance of her report to the organization. Help her understand how valuable her inputs are, appreciate her regularly. If possible show her the final output of her reports.
I hope this will be of some help. Do let me know if it works out.
All the best.
From India, Mumbai
Hello,
Counseling the empoyee for the need to make punctual submission of reports is the first step and I suppose you have already done that.
Every employee has to be a responsible personality to understand own professional responsibilities. Regrettably some employee does not understand this or ignores this or takes work responsibilities so casually that the management needs to take formal cognizance.
In this case even before you we take a disciplinary view of the concerned lapses of theemployee and especially since the employee otherwise is considered a good employee, I suggest that the consequences of not making punctual submission of reports should be installed and implemented. For example, such an employee could be deprived of involvement in important assignments, adverse appraisals leading to poor salary revision compared to her colleagues and not being considered for promotions for some time etc. and these should be made known to her as consequences of low reliability she has been demonstrating.
Some adult to adult talk and discussion between the concerned employee, the HR and the employee's superior will yield results. Try these please and share the results.
Regards
samvedan
November 9, 2007
From India, Pune
Counseling the empoyee for the need to make punctual submission of reports is the first step and I suppose you have already done that.
Every employee has to be a responsible personality to understand own professional responsibilities. Regrettably some employee does not understand this or ignores this or takes work responsibilities so casually that the management needs to take formal cognizance.
In this case even before you we take a disciplinary view of the concerned lapses of theemployee and especially since the employee otherwise is considered a good employee, I suggest that the consequences of not making punctual submission of reports should be installed and implemented. For example, such an employee could be deprived of involvement in important assignments, adverse appraisals leading to poor salary revision compared to her colleagues and not being considered for promotions for some time etc. and these should be made known to her as consequences of low reliability she has been demonstrating.
Some adult to adult talk and discussion between the concerned employee, the HR and the employee's superior will yield results. Try these please and share the results.
Regards
samvedan
November 9, 2007
From India, Pune
Dear Archana,
Disciplinary action intends to basically rectifying the wrong in an employe. It involves two process- taking corrective action plan(CAP) and awarding punishment. Here in this case you need to take the CAP. There might be some psychological changes in the employee. I don't know how long she is indulged in this behaviour. Go to the root cause of the problem. Counseling is the first and immediate step you have to take. If necessary try to collect information about her personal life, go to her residence to know her family life also. In case working environment making her behaving improperly you may have to take care of that. Make her realise that the report she has to submit is of utmost importance for the company; she is also am important person in the organisation; delay in submission of the report will frustrate the purpose for which it is demanded.
All the best,
Pashupati Ghosh
Disciplinary action intends to basically rectifying the wrong in an employe. It involves two process- taking corrective action plan(CAP) and awarding punishment. Here in this case you need to take the CAP. There might be some psychological changes in the employee. I don't know how long she is indulged in this behaviour. Go to the root cause of the problem. Counseling is the first and immediate step you have to take. If necessary try to collect information about her personal life, go to her residence to know her family life also. In case working environment making her behaving improperly you may have to take care of that. Make her realise that the report she has to submit is of utmost importance for the company; she is also am important person in the organisation; delay in submission of the report will frustrate the purpose for which it is demanded.
All the best,
Pashupati Ghosh
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DISCIPLINARY ACTIONS PROCEDURE.xls
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc