Problematic Situation With An Executive-please Solve

please ask her if she want to take and do same job in new vertical ,that is horizontal shifting or segment change

Dear Ruchi,
Our senior has sugested may ways above to solve your problem and all are relevant and will work but you should start it with positive approachs one by one like kam dam dand bhed it will work first u give her challanging tasks, appreciate her, respect her though u r at higher position but its good to respect others then and then only we will be respected it dosent work then openly talk to her and try to know why she is like that what is the reason behind such things and try to solve it out even if the same continues have every thing in written and at last you have to use your power.
Regard's
Sunil

With humility and love, flexibility becomes natural. In order to be
flexible we need to have the virtue of humility. With humility we will
be willing to understand the people around and their behaviour. Then
we will also be able to have love for them. This automatically brings
flexibility within us. When we come across people who are not being
cooperative, we need to become humble and try to understand what the
they are communicating, if not through words at least through their
actions. When we are able to listen with love and understanding, we
will no more be rigid but can easily adapt ourselves.
regards
Raghu

Hi Ruchi,

I had gone thru will all comments written to you, I agree with most of them but none of them has guided you what framework you should do before initiating any disciplinary action against her.

1. Have you issued a copy of Letter of Appointment with relavent clauses for reporting.
2. Have you issued and got a copy of Job Description signed by her.
3. Do you have certified standing Orders / code of conduct.
4. Have you counselled her in presence of her skip level manager.
5. Start issuing her memo / notice for any disobedience.
6. Do her appraisal as per appointment clause.

After this above ground work now start Gandhigiri.

Do not assign any work to her for seven days make her sit idol outside her workstation. Make her realise that without you Co. is running smoothly assign her work to some one subordinate. Don't forget to invite her for Lunch in cafeteria during Lunch make some remarkable comments like "Jiska Namak Khate hain Uske sath Namak Halali karni chayiye"
Hope she will be on track and will realise her mistake, but even then if she continues you start disciplinary actions with show cause notice folllowing with suspension orders and conduct enquiry before her final termination.

Regards,.....Krishnavat75:-P

Dear
As your junior is denying for any work or not supportive in nature, but not as a boss but as a colleague you should treat her and let understand her problem if any officially or personally or may be hurt by any superior or unintentionally by you may be and solve the same i think it will work and give her chance to work as a challenge and show her its worth to promotion and still she is not co-operative than you can give instructions/work in writing and still denying than you can issue a warning letter to her.
thanks
Rita

Ruchi,
such a situation will typically arise in 2-3 circumstances
1) when the supervisor keeps pushing his/her people to perform but does not demonstrate his/her own capabilities to accomplish the same task. This may lead the team members to doubt the capabilities of supervisor and make them sound arrogant.

2) Within the team if there are some other performers/non-performers who are getting more attention or not being pulled up for similar shortcomings, such situation lead to grudges and therefore non-compliant behaviour.

3) At times some people have access to senior people in the organisation and that gives them the courage or a feeling that they can bypass the immediate supervisor. This also happens when the supervisor has limited or vey little decison making powers or he/she shows to the subordinates that he is not empowered enough. The team member may then feel that the supervisor is not strong enough in the system and therefore may not listen.

4) Many times there are unrelated reasons too ( which may be personal).

As you can see, each of these situations will need a different approach. However to begin with, you should make a list of all positives/good things that the person has. Then have one to one meeting and discuss all positives and then finally ask him/her as to what is causing him/her to behave differently and how you can help in bringing the situation to normal again. Remember, dont do any fault finding . you should make the person come out with the issues himself and admit his/her own mistakes.