My friend R.R requesting you to kindly maintain a decroum while addressing others,
Wat do u think abt a person
How can u coem to a conclusion about a person whom u never know or how can u judge a person by only seeing the posting done
they same shows how well you tolerate the against statements of your colleagues or subordinates.
the same also shows how much you know about urself.
Please maintain a decorum while in public forum.
Never ever try to do this again,,,,
From India, Coimbatore
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772Wat do u think abt a person
How can u coem to a conclusion about a person whom u never know or how can u judge a person by only seeing the posting done
they same shows how well you tolerate the against statements of your colleagues or subordinates.
the same also shows how much you know about urself.
Please maintain a decorum while in public forum.
Never ever try to do this again,,,,
From India, Coimbatore
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Hi ,
Its very general when two or more people work together there can be a rift of thoughts but more rational & logical has to be considered for behavior, In my opinion the basic solution will be self introspection, if you think you are right & this guy is abnormal in his attitude then you got all rights as a leader to bring him/her back to normalcy & ensure the integrality of your team as its your prime responsibility.
I would suggest before you have one to one as suggested by many , pls ask him to answer a questionnaire related to his job satisfaction or the way he wants to see his leader ,once you get his/her introspection you can invite him for general discussion .In this discussion i feel you should opt more rational nature & also clear him/her doubts towards work.
The other approach will be role-play strategy where in discussion you can put certain practical issue you had with him/her to make him/her understand his /her behavior is wrong & how it is or might affect the team.
See our main purpose is to make him/her aware or feel what he/she is doing is wrong, it is not punishing the person so use termination as the last resort. Make him/her aware that if he/she is not serious about his/her job in HR then he/she has to be human first by adapting a positive attitude
Regards
SKP
From India, Madras
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Its very general when two or more people work together there can be a rift of thoughts but more rational & logical has to be considered for behavior, In my opinion the basic solution will be self introspection, if you think you are right & this guy is abnormal in his attitude then you got all rights as a leader to bring him/her back to normalcy & ensure the integrality of your team as its your prime responsibility.
I would suggest before you have one to one as suggested by many , pls ask him to answer a questionnaire related to his job satisfaction or the way he wants to see his leader ,once you get his/her introspection you can invite him for general discussion .In this discussion i feel you should opt more rational nature & also clear him/her doubts towards work.
The other approach will be role-play strategy where in discussion you can put certain practical issue you had with him/her to make him/her understand his /her behavior is wrong & how it is or might affect the team.
See our main purpose is to make him/her aware or feel what he/she is doing is wrong, it is not punishing the person so use termination as the last resort. Make him/her aware that if he/she is not serious about his/her job in HR then he/she has to be human first by adapting a positive attitude
Regards
SKP
From India, Madras
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let u hand him a book on how to behave with team leads and let him check his behaviour with his superiors if he misuses it then better call him out ofthe organisation. kishore
From India, Hyderabad
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From India, Hyderabad
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Hello Everyone, I am working in Consultancy where i am handling a team of 10 Team Members under me. rest everyone is fine , there is one member in my team who if asked for anything (may be related to his Work / any other) start arguing and giving answer back in front of everyone. Now i am afraid as this may create a bad influnence on others, if not today, may be later other team Members will learn
Hi,
This is Raghunath from Bngalore, I would like to suggest you the following points as a HR professional:
Problems you are facing:
1. Out of 10 members one person you are finding it difficult to handle becuase of his audacity to listen to you and you are hurt as a team member.
2. The reason could be his/her attitude problem, because persons come form different family background also play a vital role, in the present context it is also diffficult to spend on backgrounds checks veirifying their antecedents
3. The reason ofr this kind of indifferent attitude could be situation or work profile one works.
Solution:-
I would suggest you please speak to him/her in personand try to understand the reason for his indifferent attitude. As team leader due to work pressure you might have gone worng while advising the person.
Try to maintain rapport/freidenly relationship with the person concerned and you try to explain his position or role he has to play in the organisation during the prime time, which normnally causes stress or any one .
I would suggest, you please donot losse your cool, if you maintain calm and think in a positive way I hope you can surely over come the situation.
Finally, I would like to suggest saking the perosn form the job is not a wise and viable solution, since we are all human beings tendency to go wrong or taking wrong course of action is alwasy there. Kindly keep speaking on every such occassion whether it pleasent or not. Complment the guy for all the good work and guide to correct himself whenver one goes wrong
Please remember sacking the person should be the last priority, you need sack employees you are realoly incorrigible, because you cannot take any productive form such persons since their thinking is alwasy negative.
Thanks & Regds,
B.V. Raghunath
From India, Bangalore
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Hi,
This is Raghunath from Bngalore, I would like to suggest you the following points as a HR professional:
Problems you are facing:
1. Out of 10 members one person you are finding it difficult to handle becuase of his audacity to listen to you and you are hurt as a team member.
2. The reason could be his/her attitude problem, because persons come form different family background also play a vital role, in the present context it is also diffficult to spend on backgrounds checks veirifying their antecedents
3. The reason ofr this kind of indifferent attitude could be situation or work profile one works.
Solution:-
I would suggest you please speak to him/her in personand try to understand the reason for his indifferent attitude. As team leader due to work pressure you might have gone worng while advising the person.
Try to maintain rapport/freidenly relationship with the person concerned and you try to explain his position or role he has to play in the organisation during the prime time, which normnally causes stress or any one .
I would suggest, you please donot losse your cool, if you maintain calm and think in a positive way I hope you can surely over come the situation.
Finally, I would like to suggest saking the perosn form the job is not a wise and viable solution, since we are all human beings tendency to go wrong or taking wrong course of action is alwasy there. Kindly keep speaking on every such occassion whether it pleasent or not. Complment the guy for all the good work and guide to correct himself whenver one goes wrong
Please remember sacking the person should be the last priority, you need sack employees you are realoly incorrigible, because you cannot take any productive form such persons since their thinking is alwasy negative.
Thanks & Regds,
B.V. Raghunath
From India, Bangalore
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Dear Seniors,
I am working as an HR Generalist with a visa processing company. We have a process of sending daily work reports by EOD in a prescribed format. I, as the HR, am responsible for ensuring that everyone sends the report. A couple of days ago, one of the employees left without sending the report. I asked him to send it, and he emailed it from his mobile phone without using the correct format. I requested him to resend it in the proper format and informed him that he would not receive any extra leniency as everyone else was following the process. He began behaving rudely towards me and made inappropriate comments. I promptly reported this incident to the Director over the phone since he was not present in the office. The Director assured me that the individual would need to apologize in front of everyone, and whether he would remain in the organization was a decision for me to make. The following day, the Director called both of us, reprimanded the individual, and only issued a verbal warning, without requesting an apology.
My concern is that the individual involved in this incident has received multiple verbal warnings in the past regarding his behavior and discipline, yet no further action has been taken against him. As an HR professional, what should be my next step in this case? Please advise.
Regards,
Pooja
From India, Gurgaon
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I am working as an HR Generalist with a visa processing company. We have a process of sending daily work reports by EOD in a prescribed format. I, as the HR, am responsible for ensuring that everyone sends the report. A couple of days ago, one of the employees left without sending the report. I asked him to send it, and he emailed it from his mobile phone without using the correct format. I requested him to resend it in the proper format and informed him that he would not receive any extra leniency as everyone else was following the process. He began behaving rudely towards me and made inappropriate comments. I promptly reported this incident to the Director over the phone since he was not present in the office. The Director assured me that the individual would need to apologize in front of everyone, and whether he would remain in the organization was a decision for me to make. The following day, the Director called both of us, reprimanded the individual, and only issued a verbal warning, without requesting an apology.
My concern is that the individual involved in this incident has received multiple verbal warnings in the past regarding his behavior and discipline, yet no further action has been taken against him. As an HR professional, what should be my next step in this case? Please advise.
Regards,
Pooja
From India, Gurgaon
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Thank you, sir. I appreciate your recommendation. I also told the Director that I will not take on his responsibility anymore as his attitude has worsened. However, the Director does not acknowledge this and mentioned that if he repeats the behavior, he will be fired. You are also correct in pointing out that the Director is reluctant to take strong action as the person in question is his friend's son.
From India, Gurgaon
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From India, Gurgaon
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Hi,
According to me, every problem has a solution, and being a TL, it's very important the way you find the solution because even your solution will have an impact on other team members. Firing someone on the grounds of arguments and answering back is not the right thing to do.
In this situation, what you can do is to call him into your cabin, if you have one, or the meeting area where you can talk to him privately. Speak to him politely regarding the issues he is facing and ask him what makes him so irritated. As you said, you have already given him enough chances, though there is no change in his behavior. Try to observe how he is with other colleagues. Does he talk to all others in the same way or is it just you? You will get many answers yourself.
Next time when you have any work related to him or any questions, try to call him aside and ask him. After taking all the measures to ensure you don't fire him wrongly, if the situation still persists, you can terminate him, giving valid reasons.
Regards, Soniya
From India, Pune
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According to me, every problem has a solution, and being a TL, it's very important the way you find the solution because even your solution will have an impact on other team members. Firing someone on the grounds of arguments and answering back is not the right thing to do.
In this situation, what you can do is to call him into your cabin, if you have one, or the meeting area where you can talk to him privately. Speak to him politely regarding the issues he is facing and ask him what makes him so irritated. As you said, you have already given him enough chances, though there is no change in his behavior. Try to observe how he is with other colleagues. Does he talk to all others in the same way or is it just you? You will get many answers yourself.
Next time when you have any work related to him or any questions, try to call him aside and ask him. After taking all the measures to ensure you don't fire him wrongly, if the situation still persists, you can terminate him, giving valid reasons.
Regards, Soniya
From India, Pune
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Hi,
Terminating an employee is not the solution to your problem. It's hardly difficult to manage when you have only 10 team members.
Here are some tips:
1. Talk to him one-on-one.
2. Try to understand what his problems are.
3. It is true that an average performing employee will always be rebellious.
4. Educate him about his work and motivate him.
5. In a smaller team, it's better to work like a family, which provides lost enthusiasm to work as a team rather than focusing solely on individual performance (though individual performance is important).
6. Counsel the person and understand their background.
7. Sometimes, as the head of the team, you have to bear these problems.
8. Keep your senior management informed about the incidents and seek their opinion.
9. Avoid legal complications by not terminating him abruptly.
10. If all efforts fail, build a case against the person legally and dismiss them in a safe manner.
Remember, effective communication and understanding can often resolve issues without resorting to termination.
From India, Bangalore
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Terminating an employee is not the solution to your problem. It's hardly difficult to manage when you have only 10 team members.
Here are some tips:
1. Talk to him one-on-one.
2. Try to understand what his problems are.
3. It is true that an average performing employee will always be rebellious.
4. Educate him about his work and motivate him.
5. In a smaller team, it's better to work like a family, which provides lost enthusiasm to work as a team rather than focusing solely on individual performance (though individual performance is important).
6. Counsel the person and understand their background.
7. Sometimes, as the head of the team, you have to bear these problems.
8. Keep your senior management informed about the incidents and seek their opinion.
9. Avoid legal complications by not terminating him abruptly.
10. If all efforts fail, build a case against the person legally and dismiss them in a safe manner.
Remember, effective communication and understanding can often resolve issues without resorting to termination.
From India, Bangalore
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