If any employee is not complete his task and leave the office any information and that time PM send a mail against his .
the mail is 'Dear ABC,
I am writing to express my extreme disappointment and concern regarding your behavior and commitment to the project. Today, when you requested to leave, I explicitly mentioned that you needed to complete the urgent issue reported by the client. However, you failed to do so and left the office without informing me or management.
This behavior is not only unprofessional but also disrespectful to the team, management, and our clients. Your actions have caused delays and may impact our project timeline. As you are aware, your responsibilities and tasks were clearly assigned to you. Your lack of commitment and irresponsible behavior are unacceptable and may lead to further action.
I expect you to provide a valid reason for your actions.
I would appreciate a prompt response regarding this matter. If I do not receive a satisfactory explanation and commitment from you, I will be forced to escalate this issue to management.'
What are the steps' management can take?or how to handle this situation.
From India, Kolkata
the mail is 'Dear ABC,
I am writing to express my extreme disappointment and concern regarding your behavior and commitment to the project. Today, when you requested to leave, I explicitly mentioned that you needed to complete the urgent issue reported by the client. However, you failed to do so and left the office without informing me or management.
This behavior is not only unprofessional but also disrespectful to the team, management, and our clients. Your actions have caused delays and may impact our project timeline. As you are aware, your responsibilities and tasks were clearly assigned to you. Your lack of commitment and irresponsible behavior are unacceptable and may lead to further action.
I expect you to provide a valid reason for your actions.
I would appreciate a prompt response regarding this matter. If I do not receive a satisfactory explanation and commitment from you, I will be forced to escalate this issue to management.'
What are the steps' management can take?or how to handle this situation.
From India, Kolkata
Dear Riya Saha,
Leaving the office without the permission of the HOD is an act of indiscipline. However, we find a procedural flaw while handling the act of discipline. Why has the HOD issued a show-cause notice to his subordinate? It is the duty of the HOD to report the facts to the HR department. Upon receipt of the letter or a complaint, in consultation with the authorities concerned, the HR department decides whether to issue the show-cause notice or a warning letter or let go of the matter. If the HODs are empowered to issue show-cause notices, then what is the need for the HR department?
Even while issuing the show-cause notice also, the manager's inexperience is evident. The following are the sentence-wise observations:
a) "Today, when you requested to leave, I explicitly mentioned that you needed to complete the urgent issue reported by the client.": - "You needed to complete the urgent issue reported by the client" is a vague statement. What work was assigned to the subordinate has to be mentioned clearly. Secondly, at what time the subordinate left the office is also not mentioned.
b) "You failed to do so and left the office without informing me or management": - In day-to-day work, it is wrong to use the concept of management. The manager is also a part of the management. He cannot separate himself from the decision-makers.
c) "This behavior is not only unprofessional but also disrespectful to the team, management, and our clients. Your actions have caused delays and may impact our project timeline. As you are aware, your responsibilities and tasks were clearly assigned to you. Your lack of commitment and irresponsible behaviour are unacceptable and may lead to further action": - These are verbose sentences. By curtailing wordiness, it can be shortened to just a simple sentence.
d) "I expect you to provide a valid reason for your actions.": - While issuing a show-cause notice a deadline has to be mentioned. While handling the matters of indiscipline, the manager cannot just communicate his expectations. The tone should be directive. This is not a routine correspondence. Therefore, the wording could have been You are hereby directed to submit an explanation for leaving the office without permission by ______ hours on ______ (date). If we do not receive your reply or if a credible explanation is not received, the administration of ________ (name of your company) reserves the right to initiate a suitable disciplinary action against you."
Action upon receipt of the reply: - If the explanation of the subordinate lacks credibility, then the authorities concerned (not "management", please note) can close the matter by issuing a strict warning. Otherwise, considering his absence for half-day or a full day, a penalty may be imposed proportionately. He can be told to deposit a certain amount to the accounts department within a day or two. He should be warned that the delayed payment of the penalty will be considered as misconduct.
Thanks,
Dinesh Divekar
From India, Bangalore
7910Leaving the office without the permission of the HOD is an act of indiscipline. However, we find a procedural flaw while handling the act of discipline. Why has the HOD issued a show-cause notice to his subordinate? It is the duty of the HOD to report the facts to the HR department. Upon receipt of the letter or a complaint, in consultation with the authorities concerned, the HR department decides whether to issue the show-cause notice or a warning letter or let go of the matter. If the HODs are empowered to issue show-cause notices, then what is the need for the HR department?
Even while issuing the show-cause notice also, the manager's inexperience is evident. The following are the sentence-wise observations:
a) "Today, when you requested to leave, I explicitly mentioned that you needed to complete the urgent issue reported by the client.": - "You needed to complete the urgent issue reported by the client" is a vague statement. What work was assigned to the subordinate has to be mentioned clearly. Secondly, at what time the subordinate left the office is also not mentioned.
b) "You failed to do so and left the office without informing me or management": - In day-to-day work, it is wrong to use the concept of management. The manager is also a part of the management. He cannot separate himself from the decision-makers.
c) "This behavior is not only unprofessional but also disrespectful to the team, management, and our clients. Your actions have caused delays and may impact our project timeline. As you are aware, your responsibilities and tasks were clearly assigned to you. Your lack of commitment and irresponsible behaviour are unacceptable and may lead to further action": - These are verbose sentences. By curtailing wordiness, it can be shortened to just a simple sentence.
d) "I expect you to provide a valid reason for your actions.": - While issuing a show-cause notice a deadline has to be mentioned. While handling the matters of indiscipline, the manager cannot just communicate his expectations. The tone should be directive. This is not a routine correspondence. Therefore, the wording could have been You are hereby directed to submit an explanation for leaving the office without permission by ______ hours on ______ (date). If we do not receive your reply or if a credible explanation is not received, the administration of ________ (name of your company) reserves the right to initiate a suitable disciplinary action against you."
Action upon receipt of the reply: - If the explanation of the subordinate lacks credibility, then the authorities concerned (not "management", please note) can close the matter by issuing a strict warning. Otherwise, considering his absence for half-day or a full day, a penalty may be imposed proportionately. He can be told to deposit a certain amount to the accounts department within a day or two. He should be warned that the delayed payment of the penalty will be considered as misconduct.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In. When a new query arises, we tap into our engaged community - sending emails to members who have contributed to similar topics - to gather valuable insights. Additionally, our extensive repository of previously answered questions ensures quick access to expert solutions.
THE POWER OF COMMITMENT.doc
Leader Behavior Checklist.pdf
Behavior and Attitudes.ppt