I wanted to know what is the process of issuing write up i.e. MEMO to employees having behavioural issues or critical errors at work. Please share your suggestions.
From India, Mumbai
1From India, Mumbai
Dear Pooja,
Memo is a short form of memorandum. The meaning of the word memorandum is a written statement, record, or communication such as within an office. However, in the office context and especially in Indian context, the word memo has been used with negative context.
Considering your requirement, you can give either "Warning Letter" or "Show Cause Notice". However, to issue either, you must get a formal complaint from the HOD. "Behavioural Issues" is a vague concept. You must find out whether there was defiance to the authority or insubordination.
Even before issue of either, you need to verify the facts. Once the facts are established, you may call the employee to your office and understand his viewpoint also. If the employee does not have any defence or has poor defence, then you may issue either.
If the show cause notice is issued then you need to specify the time limit by which the recipient has to give a reply. Generally, it is 48 hours. If no reply is received or no merit is found in the reply then you may initiate a disciplinary action. It could be warning letter also.
Earlier, I have given draft of the warning letters. To refer these, click the following links:
https://www.citehr.com/327002-warnin...ml#post1493525
https://www.citehr.com/552639-warnin...ml#post2285828
https://www.citehr.com/473418-warnin...ml#post2096672
Thanks,
Dinesh Divekar
From India, Bangalore
Memo is a short form of memorandum. The meaning of the word memorandum is a written statement, record, or communication such as within an office. However, in the office context and especially in Indian context, the word memo has been used with negative context.
Considering your requirement, you can give either "Warning Letter" or "Show Cause Notice". However, to issue either, you must get a formal complaint from the HOD. "Behavioural Issues" is a vague concept. You must find out whether there was defiance to the authority or insubordination.
Even before issue of either, you need to verify the facts. Once the facts are established, you may call the employee to your office and understand his viewpoint also. If the employee does not have any defence or has poor defence, then you may issue either.
If the show cause notice is issued then you need to specify the time limit by which the recipient has to give a reply. Generally, it is 48 hours. If no reply is received or no merit is found in the reply then you may initiate a disciplinary action. It could be warning letter also.
Earlier, I have given draft of the warning letters. To refer these, click the following links:
https://www.citehr.com/327002-warnin...ml#post1493525
https://www.citehr.com/552639-warnin...ml#post2285828
https://www.citehr.com/473418-warnin...ml#post2096672
Thanks,
Dinesh Divekar
From India, Bangalore
My experience is that any behavioral issues or critical behaviors’ leads to errors at work, that Management is fully responsible. If you look into, and if you analyze you will certainly find some barriers for the workmen / employee not to perform in the prescribed procedure. It may be a cultural/ attitudinal / procedural.
Critical error at work, to be brief, an example,” assuming the worker is not checking the quality / specification of the material produced”.
If you analyze and observe you may find, any one of the following barriers for the workmen, which prevents the workmen to do it correctly. The behavior, may be due to volume / output pressure / shift end pressure/ quality check tools are not calibrated properly/ proper tools are not made available/ workmen personal problem like eye sight, temporary or permanent in capabilities for doing such assignment/ distracted by some other needs/ not ventilated properly/ not enough lighting at the work stations/ co-worker / supervisor is not supporting him to do that operation, and so on.
Finally you will end up with a conclusion, that management is responsible for such behavior of workmen at the work place.
Before initiating any disciplinary action I suggest you may try to remove such barriers.
From India, Madras
Critical error at work, to be brief, an example,” assuming the worker is not checking the quality / specification of the material produced”.
If you analyze and observe you may find, any one of the following barriers for the workmen, which prevents the workmen to do it correctly. The behavior, may be due to volume / output pressure / shift end pressure/ quality check tools are not calibrated properly/ proper tools are not made available/ workmen personal problem like eye sight, temporary or permanent in capabilities for doing such assignment/ distracted by some other needs/ not ventilated properly/ not enough lighting at the work stations/ co-worker / supervisor is not supporting him to do that operation, and so on.
Finally you will end up with a conclusion, that management is responsible for such behavior of workmen at the work place.
Before initiating any disciplinary action I suggest you may try to remove such barriers.
From India, Madras
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