What should be the proper action against employees who are instigating other employees against Company\'s policies and working environment?I have found info from some reliable sources,regarding some employees,who have conveyed to others that the company is not good,and also,about HRD that HRD never supports employees.
From India, Bhopal
From India, Bhopal
1
Dear Sanjana,
This is a comon problem in all the industries, govt. sector, and everywhere ,when such circumstances arises u can do following things:
You can counsel them either with councellor or your senior or who is close to him can have a word with them individually,
Just surround them with people who has positive attitude which will create positive environment around them and
If any of them is very outspoken an extrovert you can show him how his attitude is affecting the whole team. he should show a good leadership style rather than setting a bad example on other employees.
I hope this will help you out to change his attitude as loyal employees are always a long time asset to a company they don't depreciate but always appreciate.
or
you can Appreciate his +ve attributes
Back biting is a symptom that he is unsatisfied with his own performance.
send him in few seminars on +ve thinking.
To make his approach +ve, you need to make your office environment more open and collaborative
You need to tell straight away about the qualities of him which are not appreciated by others
Give him some books in this regards
Make him responsible for few employees( evaluate their + ve qualities only and only +vr ones)
Ask him to tell what he really don`t like and why ( It should be done in private)
There are many more ways to achieve the task, there are plenty of wise people, who will suggest us both on how to achieve this.
In my organisation, I have faced same problem, but now things are improving.
Dont worry such people who are back biting meet their natural end. You dont have to do anything. Till the time he is in good books of senior and keeps them interested with gossip, he will survive after that one day when top mgt. knows he is just of no use, he will be thrown away to some redundunt function. Top Mgt. also thinks and they know who is doing what, its just a matter of time. truth can never hide.
I have received above replies from the HR peoples for a similar discussion which I have started.
Just wait and watch.
Regards,
ajay
From India, Jaipur
This is a comon problem in all the industries, govt. sector, and everywhere ,when such circumstances arises u can do following things:
You can counsel them either with councellor or your senior or who is close to him can have a word with them individually,
Just surround them with people who has positive attitude which will create positive environment around them and
If any of them is very outspoken an extrovert you can show him how his attitude is affecting the whole team. he should show a good leadership style rather than setting a bad example on other employees.
I hope this will help you out to change his attitude as loyal employees are always a long time asset to a company they don't depreciate but always appreciate.
or
you can Appreciate his +ve attributes
Back biting is a symptom that he is unsatisfied with his own performance.
send him in few seminars on +ve thinking.
To make his approach +ve, you need to make your office environment more open and collaborative
You need to tell straight away about the qualities of him which are not appreciated by others
Give him some books in this regards
Make him responsible for few employees( evaluate their + ve qualities only and only +vr ones)
Ask him to tell what he really don`t like and why ( It should be done in private)
There are many more ways to achieve the task, there are plenty of wise people, who will suggest us both on how to achieve this.
In my organisation, I have faced same problem, but now things are improving.
Dont worry such people who are back biting meet their natural end. You dont have to do anything. Till the time he is in good books of senior and keeps them interested with gossip, he will survive after that one day when top mgt. knows he is just of no use, he will be thrown away to some redundunt function. Top Mgt. also thinks and they know who is doing what, its just a matter of time. truth can never hide.
I have received above replies from the HR peoples for a similar discussion which I have started.
Just wait and watch.
Regards,
ajay
From India, Jaipur
Dear Sir,
Such persons are very bad to the organization and spoil entire atmosphere.
They can suggest measures for rectification in a meeting of management when asked to them
But passing comments on the management policy is intolerable. Sack them from duty immediately.
Or Transfer them to other places.
D.Gurumurthy
HR/IR Consultant
From India, Hyderabad
Such persons are very bad to the organization and spoil entire atmosphere.
They can suggest measures for rectification in a meeting of management when asked to them
But passing comments on the management policy is intolerable. Sack them from duty immediately.
Or Transfer them to other places.
D.Gurumurthy
HR/IR Consultant
From India, Hyderabad
Positive punishment works strongly. It means give some specific task to that employee, and after job done, appreciate on all small activity. Try to change -ve attitude in + attitude. People have different perception about all event and happening. Same is applicable for Organization also. How many number you will count of terminated person. It is not healthy practice for organization. Because some organization are really in that category, which make fool to employee, and it is not accidental but it is practice of that company, by which they get benefit. So, such type of activity will always occur. So before changing that employee perception, first you determine that, you have so strong positive attitude, that you can able to change others attitude and perception. It also a challenging task for HR Mgr or Reporting Manager of such employee.
From India, Mumbai
From India, Mumbai
Dear sanjana,
After enquiry with proved evidence , you can issue a Memo/showcause notice to the concerned person at first time with strict warning as per company standing orders applicable to employement,and get a written reply from that one.
Furhter one more memo has to be issued to change his attitude with a lenient view once again,then after you can terminate his services with reference to the earlier memo's.
Please note that, while termination of one's services employer has to pay notice period payment based on his service period in the compny.
regards,
RK
From India, Khammam
After enquiry with proved evidence , you can issue a Memo/showcause notice to the concerned person at first time with strict warning as per company standing orders applicable to employement,and get a written reply from that one.
Furhter one more memo has to be issued to change his attitude with a lenient view once again,then after you can terminate his services with reference to the earlier memo's.
Please note that, while termination of one's services employer has to pay notice period payment based on his service period in the compny.
regards,
RK
From India, Khammam
Dear Sanjana,
I would sugest you to ask all employees to get assembled in one place and and have a open forum with some management people by asking the employees to discuss if they have any issue and joting down the problems of employees which can be solved. By doing this they will feel cared and heard . These small little thing will avoid rumors ..
I am certain that its gonna help..
From Saudi Arabia, Jiddah
I would sugest you to ask all employees to get assembled in one place and and have a open forum with some management people by asking the employees to discuss if they have any issue and joting down the problems of employees which can be solved. By doing this they will feel cared and heard . These small little thing will avoid rumors ..
I am certain that its gonna help..
From Saudi Arabia, Jiddah
Dear Sir,
It is common in almost all organizations. Please, call him privately and tell him that what he is doing has been noticed by the Organization. Warn him mildly. Problems should be nipped in the bid. Wait for sometime. If he continues spreading rumors then sack him to make this as a deterrent. In my experience, if we take each and every problem seriously then we could not concentrate on core issues. Our time and energy will be unncessarily wasted in our professional life. Hence, either ignore such rumors or nip in the bud.
From India, Madurai
It is common in almost all organizations. Please, call him privately and tell him that what he is doing has been noticed by the Organization. Warn him mildly. Problems should be nipped in the bid. Wait for sometime. If he continues spreading rumors then sack him to make this as a deterrent. In my experience, if we take each and every problem seriously then we could not concentrate on core issues. Our time and energy will be unncessarily wasted in our professional life. Hence, either ignore such rumors or nip in the bud.
From India, Madurai
Please introspect and find out the reasons why employees are bad mouthing the organisation. Is it true that the HR dept. does not support employees or are unfair.You should do some deep soul searching before taking action against concerned employees.Go to the root of the problem.You can warn and stop some employees from bad mouthing but if your companies policies are faulty. others will do so. How many people would you take action against?
Please dont jump the gun as advocated by some members.
From India, Calcutta
Please dont jump the gun as advocated by some members.
From India, Calcutta
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Dispciplinary Action.doc
DISCIPLINARY ACTION.ppt