Dear Urvashi
what about company rules, performance appraisals. and team management. you know i will qoute the example of my director. he made sure we worked in teams we were not familiar with.it did stir up the things but it also got the work done i know it doesn always work but then you have company rules. break times.
you can try the following
check the company rules
if they are there for timings, breaks, etc. then circulate them through mail as an attachement but do keep your boss informed verbally and also attach a CC copy to him/ her. others will know that those above u are not in dark if there are no rules or minimum. take your boss in confidence and frame them. they should be consistent throughout organization. be sure to follow them yourself. because you lead by example.
step 2: circulate guidelines on office ettiqute. and behaviour. try to make them as general as possible. but the message should go across that such kind of behaviour is no longer being taken lightly by the management. check on the response. at this stage grapevine plays an important role if you know how to use it.
step 3 if things do not improve check on the performance of all and not only these too. i am sure you will able to nail them. after all Love came later, work came first. if the work suffers so will job and so will such a relationship. you may get a chance on the basis of work to tell them that they are losing their grip on their work.
if things still do not improve then be courageous call them (you call them separately) and tell the guy that if his performance should drop his popularity in his personal life could drop too. he must concentrate on his work . he will give all kinds of reasons including that he knows how to manage things. the gal may also say u are jealous etc etc. but remmember sometimes when soft treatments dont work we have to take the bitter pil. Good treatments are nearly always bitter. the seed will be sown well in his mind and things will improve over night.
so u dont tell them they should stop or not talk or anything else but some times realization of reality is must. and the reality is that professional girls and not so professional girls at the end of the day expect their partner to be serious with work. and atleast moderately ambitious in their career.
From India, Mumbai
what about company rules, performance appraisals. and team management. you know i will qoute the example of my director. he made sure we worked in teams we were not familiar with.it did stir up the things but it also got the work done i know it doesn always work but then you have company rules. break times.
you can try the following
check the company rules
if they are there for timings, breaks, etc. then circulate them through mail as an attachement but do keep your boss informed verbally and also attach a CC copy to him/ her. others will know that those above u are not in dark if there are no rules or minimum. take your boss in confidence and frame them. they should be consistent throughout organization. be sure to follow them yourself. because you lead by example.
step 2: circulate guidelines on office ettiqute. and behaviour. try to make them as general as possible. but the message should go across that such kind of behaviour is no longer being taken lightly by the management. check on the response. at this stage grapevine plays an important role if you know how to use it.
step 3 if things do not improve check on the performance of all and not only these too. i am sure you will able to nail them. after all Love came later, work came first. if the work suffers so will job and so will such a relationship. you may get a chance on the basis of work to tell them that they are losing their grip on their work.
if things still do not improve then be courageous call them (you call them separately) and tell the guy that if his performance should drop his popularity in his personal life could drop too. he must concentrate on his work . he will give all kinds of reasons including that he knows how to manage things. the gal may also say u are jealous etc etc. but remmember sometimes when soft treatments dont work we have to take the bitter pil. Good treatments are nearly always bitter. the seed will be sown well in his mind and things will improve over night.
so u dont tell them they should stop or not talk or anything else but some times realization of reality is must. and the reality is that professional girls and not so professional girls at the end of the day expect their partner to be serious with work. and atleast moderately ambitious in their career.
From India, Mumbai
Hello,
Urvashi.
Please remember u r dealing with human resourse/ capital an important asset , faced with a situation u have stated would require ,a polite and firm dealing to put the house in order definately not harsh one .
Simply firing [harsh dealing ] though easy way out but piggybacks cascading ill effects in the long run to the company , is no solution ,conversly informing ,counselling and deep seated understanding of human behavoiur(psychology) and the way employer(you) encourage/discouage the employees in giving their best performance for the company.
Employees will be productive assets provided they are made to feel part of the orgnisation and the ambiance prevailing in the work place , way they are encouraged or supressed to perform .
Set each one/team the target to be achived with in stipulated time , allow freedom to achive it within the company rules and regulations governing thr discipline. Develop personal rapo with each to build confidence.
Let the T L allocate the task for the day ,measure the performance ,as long as that is achived by end of the day , other aspects should not be bothering you .
You will be able to build good orgnisational work culture without compromising your company Goal/Objective. May be your new/alone to decide on such matters.
What i have stated is in general on the face of the situation narrated .
Solutions are available on long term and short term basis depending on the ground realities you need to apply the solution relevent to the situation.
Warm Regards
Nijampure
From India, Bangalore
1Urvashi.
Please remember u r dealing with human resourse/ capital an important asset , faced with a situation u have stated would require ,a polite and firm dealing to put the house in order definately not harsh one .
Simply firing [harsh dealing ] though easy way out but piggybacks cascading ill effects in the long run to the company , is no solution ,conversly informing ,counselling and deep seated understanding of human behavoiur(psychology) and the way employer(you) encourage/discouage the employees in giving their best performance for the company.
Employees will be productive assets provided they are made to feel part of the orgnisation and the ambiance prevailing in the work place , way they are encouraged or supressed to perform .
Set each one/team the target to be achived with in stipulated time , allow freedom to achive it within the company rules and regulations governing thr discipline. Develop personal rapo with each to build confidence.
Let the T L allocate the task for the day ,measure the performance ,as long as that is achived by end of the day , other aspects should not be bothering you .
You will be able to build good orgnisational work culture without compromising your company Goal/Objective. May be your new/alone to decide on such matters.
What i have stated is in general on the face of the situation narrated .
Solutions are available on long term and short term basis depending on the ground realities you need to apply the solution relevent to the situation.
Warm Regards
Nijampure
From India, Bangalore
Hi Madam,
someone said fire those employees but thts not a proper solution for the problem bcoz these days getting an employee is very simple and easy but retaining them is very difficult u know how much the org spend on their training and development jus lik the u cant fire those employees even if the matter is not in ur hand....have to find where the problem arises and how tht is affecting the productivity of the org and the perfomance of an individual.....have a performance and potential appraisal.....make them to realize where they are .....being an hr professionals we need to be patience enough and hav the ability to tackle the problem.....find out the morale of those employees ....sit with them and discuss abt the problems...but dont give advice giv counselling thts better than advice.......
someone said fire those employees but thts not a proper solution for the problem bcoz these days getting an employee is very simple and easy but retaining them is very difficult u know how much the org spend on their training and development jus lik the u cant fire those employees even if the matter is not in ur hand....have to find where the problem arises and how tht is affecting the productivity of the org and the perfomance of an individual.....have a performance and potential appraisal.....make them to realize where they are .....being an hr professionals we need to be patience enough and hav the ability to tackle the problem.....find out the morale of those employees ....sit with them and discuss abt the problems...but dont give advice giv counselling thts better than advice.......
Hi urvashi verma, Firstly, make them understand there purpose of work along the time span,secondly assign them there roles n responsiblity with targets & then see the results.
From India, Madras
From India, Madras
This is what I would advise to do :
make them understand that what they do in their own free time is their business but what they do during work hours reflects on the company and they would need to be professional and work with ethics and integrity at the workplace.
Typically you would share the message very broadly in either a team meeting or in an email just stating professional ethics at the workplace or sharing a ppt around professionalism at the workplace. If you see employees continuing to do the same after the note and sharing, then you would call them for a coaching conversation and indicate gently but firmly to follow professionalism at work.
this is tough but you go to do this, else this could spread and more people will start to take things casually.
hope this helps
Anand
From India, Bangalore
make them understand that what they do in their own free time is their business but what they do during work hours reflects on the company and they would need to be professional and work with ethics and integrity at the workplace.
Typically you would share the message very broadly in either a team meeting or in an email just stating professional ethics at the workplace or sharing a ppt around professionalism at the workplace. If you see employees continuing to do the same after the note and sharing, then you would call them for a coaching conversation and indicate gently but firmly to follow professionalism at work.
this is tough but you go to do this, else this could spread and more people will start to take things casually.
hope this helps
Anand
From India, Bangalore
Hi
Like motivational postures,paste some posture in cafeteria
which make them to concentrates on work
Example:
"Office for each other not to make made for each other"
"I feel happy to be in cafeteria after finishing my work"
think and paste something yar
don't directly hurt their hearts it may go in wrong way
with regards
partha
Like motivational postures,paste some posture in cafeteria
which make them to concentrates on work
Example:
"Office for each other not to make made for each other"
"I feel happy to be in cafeteria after finishing my work"
think and paste something yar
don't directly hurt their hearts it may go in wrong way
with regards
partha
Dear Urvashi
You simply take their concelling session for maintaining the culture of office etiquettes, firstly individually & then if required collectively.
It hope it will defenitly work.
The things like warning letter or firing comes at the remote stage.
Regards
Bhartendu
From India, New Delhi
You simply take their concelling session for maintaining the culture of office etiquettes, firstly individually & then if required collectively.
It hope it will defenitly work.
The things like warning letter or firing comes at the remote stage.
Regards
Bhartendu
From India, New Delhi
Hi Urvashi,
If ther are in the same project, then split them into other projects, give them the deadline of the project and create challenges on their project, put them into separate shifts..... I believe we need to handle the situation softly without hurting.... say by making understand the values and culture...... If I am worng, you may correct me.
Regards
From India, Madras
If ther are in the same project, then split them into other projects, give them the deadline of the project and create challenges on their project, put them into separate shifts..... I believe we need to handle the situation softly without hurting.... say by making understand the values and culture...... If I am worng, you may correct me.
Regards
From India, Madras
hi
being a human being every one have right to love.
i can understand the problem but i dont think firing them on target bases will be a solution.
talk to them and motivate them to work.
this is not a feeling which remain 4 ever there for this is not an uncurable problem
so will it b fair enough to lose good employes ?
From India, Bhopal
being a human being every one have right to love.
i can understand the problem but i dont think firing them on target bases will be a solution.
talk to them and motivate them to work.
this is not a feeling which remain 4 ever there for this is not an uncurable problem
so will it b fair enough to lose good employes ?
From India, Bhopal
I think new young employees should understand that they have left student life and make enter in to professional environment.
Built relationship is not a problem ,but wasting companies times for which they are paid and disturbing the culture of organization is problem which encourage other employees also.
1st Step:-I agreed "FIRE" is not a solution of the prob. but you need to counsal these employees in front of their HODs / Section head and discuss the issue.
2nd Step:- If still prob. is not resolved issue them warning letter
3rd Step:- Change Shift Timings if you can / Transfer
4th & Final step:- " FIRE" ( For few employees we can't spoil the culture of our org.)
Regds,
Rajesh Kumar
Built relationship is not a problem ,but wasting companies times for which they are paid and disturbing the culture of organization is problem which encourage other employees also.
1st Step:-I agreed "FIRE" is not a solution of the prob. but you need to counsal these employees in front of their HODs / Section head and discuss the issue.
2nd Step:- If still prob. is not resolved issue them warning letter
3rd Step:- Change Shift Timings if you can / Transfer
4th & Final step:- " FIRE" ( For few employees we can't spoil the culture of our org.)
Regds,
Rajesh Kumar
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