Hi,
Is a poisonous attitude a reason to fire an employee? There was a situation in our office wherein we needed to terminate an employee because of his attitude. Can that be a reason to terminate an employee?
Regards,
Soumya
From India, Mumbai
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Is a poisonous attitude a reason to fire an employee? There was a situation in our office wherein we needed to terminate an employee because of his attitude. Can that be a reason to terminate an employee?
Regards,
Soumya
From India, Mumbai
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As my opinion we can issue a warning letter for improving his attitude for another three months, after three months there is no improvement in his attitute we can terminate him. Suresh
From India, Madras
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8From India, Madras
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Hey Soumya,
Firstly, one should speak to the employee to understand why his/her attitude is that way and whether or not it can be changed.
Secondly, a warning should be given to the employee to improve/change himself/herself within a specified time period.
If the above steps do not work, then the organization may terminate his/her services.
Chanchal
From India, Mumbai
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Firstly, one should speak to the employee to understand why his/her attitude is that way and whether or not it can be changed.
Secondly, a warning should be given to the employee to improve/change himself/herself within a specified time period.
If the above steps do not work, then the organization may terminate his/her services.
Chanchal
From India, Mumbai
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Hi Sowmya, I think what Mr.Chanchal told was absolutely rite. You can proceed ahead according to the norms of ur company. Regards, Santosh Nag.
From India, Mumbai
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From India, Mumbai
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Dear Soumya,
Termination is justified if the following steps have been taken initially and could not yield a positive result. The steps are:
1. Addressing the issue with the employee at a personal level, preferably as a friend.
2. Coaching - to correct him/her.
3. Counselling - to correct him/her.
4. Warning/Notice - to correct him/her.
5. Sign of Authority/Suspension.
Then, as a last resort - Termination.
Regards,
Raj
From India, Hyderabad
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Termination is justified if the following steps have been taken initially and could not yield a positive result. The steps are:
1. Addressing the issue with the employee at a personal level, preferably as a friend.
2. Coaching - to correct him/her.
3. Counselling - to correct him/her.
4. Warning/Notice - to correct him/her.
5. Sign of Authority/Suspension.
Then, as a last resort - Termination.
Regards,
Raj
From India, Hyderabad
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I will go with Raj. I have solved several issues relevant to laborers residing in the camps, ranging from ordinary to the worst, and all this requires a technique to solve the problems. A problem solver must win his heart that he is there to help him. Make sure he analyzes his problems. For this, you must go to the core of the problems and distinguish who has done what based on the facts. Only then you have your remedy. Judge the problems properly and decide how to align with the company policy.
Suresh Bansode
From United Arab Emirates, Dubai
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Suresh Bansode
From United Arab Emirates, Dubai
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Employee Attitude.ppt
Project On Employee Relations.doc