Hi All, My company decided to terminate the person because of her attitude and its effecting all employees, so management decided to terminate her next week, how can we smoothly handle her to terminate, awaiting for ur valuable replies.Its Urgent.
From India, Hyderabad
3From India, Hyderabad
Dear Sailaksmi, First you take complaint from consult department and issue chagememop ask explanationalso Regards, K S T KRISHNA RAO 9490321151
From India, Bangalore
From India, Bangalore
Dear Ms. Sai Lakshmi,
No matter how good is the employee in her performance in terms of her potential consequences associated with the job, ATTITUDE determines the possible effects & is a LARGE FACTOR in terminating that employee.
I have a question to you -- Have you spoken to her in regards to her "Attitude"? If you'd then it's well & good. However, terminating straight effects other employees as well. Therefore, determination of fact is to talk to the employee implying her attitude is negatively effecting the company.
Create a document detailing about her position post meeting with her, take the acknowledgement from her for accuracy during your proposal to terminate her. By doing this you are trying to safegaurd interest of company's reputation from few geeks. This later also helps you in providing a junk of documents to terminate the employee for attitude & the doldrums purpose.
Foremost is please ensure the security of your company's data & other valuable possesions ae to be taken even before you terminate that employee. Her emails and passwords should be immediately handedover to IT department. You know why...after all this you can call that employee in front of all the HOD's and present your interactions with her etc. coz substantial evidence shouls also make her realize the sense of nature in the company. But make sure you treat the employee with kindness.
Such employees might come back to you in certainity, hence the scrupulous way is to
all necessary paperwork is accomplished and ensure that all company badges, keys and other property are surrendered with an acknowledgement.
Then approach the fellow members with significance in terminating the employee. I'm sure nobody WILLS to QUIT JOB for some other person. Therefore, relax and go by HR process.
From India, Visakhapatnam
No matter how good is the employee in her performance in terms of her potential consequences associated with the job, ATTITUDE determines the possible effects & is a LARGE FACTOR in terminating that employee.
I have a question to you -- Have you spoken to her in regards to her "Attitude"? If you'd then it's well & good. However, terminating straight effects other employees as well. Therefore, determination of fact is to talk to the employee implying her attitude is negatively effecting the company.
Create a document detailing about her position post meeting with her, take the acknowledgement from her for accuracy during your proposal to terminate her. By doing this you are trying to safegaurd interest of company's reputation from few geeks. This later also helps you in providing a junk of documents to terminate the employee for attitude & the doldrums purpose.
Foremost is please ensure the security of your company's data & other valuable possesions ae to be taken even before you terminate that employee. Her emails and passwords should be immediately handedover to IT department. You know why...after all this you can call that employee in front of all the HOD's and present your interactions with her etc. coz substantial evidence shouls also make her realize the sense of nature in the company. But make sure you treat the employee with kindness.
Such employees might come back to you in certainity, hence the scrupulous way is to
all necessary paperwork is accomplished and ensure that all company badges, keys and other property are surrendered with an acknowledgement.
Then approach the fellow members with significance in terminating the employee. I'm sure nobody WILLS to QUIT JOB for some other person. Therefore, relax and go by HR process.
From India, Visakhapatnam
Dear Sailakshmi ji, No employer can terminate any employee with out following due course of procedure which is based on giving an opportunity to the employee on principal of natural justice.
From India, Mumbai
From India, Mumbai
Hi,
Main thing is as we are into start up company employees should co operate rite,but she is demotivating every one,getting 50 k sal and demotivating employees,it will effect to my company reputation.
So pls help me
From India, Hyderabad
Main thing is as we are into start up company employees should co operate rite,but she is demotivating every one,getting 50 k sal and demotivating employees,it will effect to my company reputation.
So pls help me
From India, Hyderabad
"Attitude" is something vague and subjective; to be a reason for termination.
More often. instead of the concerned person's attitude, it reflects more on the attitude of others' - of being judgmental and prejudiced
It would be more appropriate and fair to look for and take action on "commissions and omissions" by that person; rather than firing her on the basis of likes and dislikes.
Warm regards.
From India, Delhi
More often. instead of the concerned person's attitude, it reflects more on the attitude of others' - of being judgmental and prejudiced
It would be more appropriate and fair to look for and take action on "commissions and omissions" by that person; rather than firing her on the basis of likes and dislikes.
Warm regards.
From India, Delhi
I would like to go with Raj Kumar. It is sounding little strange that "attitude" can be a ground for termination and the usual clause in letters of appointmnet conferring power on the employer to terminate an employee without assigning any reason does not mean that the employer can terminate an employee for having an 'attitude'. Now there can be as many contradictions as one can visualise in such action. When the attitude is not proper, how she was selected in the first place. Then 'attitude ' refers to a faculty of mind and thus intangible till it manifets in some action, like neglecting the work given to her etc. But you seem to have not recorded any such manifest behaviour. Again'attitude is subjectve as Rajkumar described.. An employee may have proper attitude but that attitude may not be pleasing to the other who may term it as a problem of attitude. She may be critical for genuine reasons also.
If the problem is 'attitude'. It is better to adopt therapautic treatment like holding a one to one meeting to undertsand the reasons and then counselling and also doing self analysis whether you have properly percieved the situation rather than jumping at surgical operation.If the reasons for her so called 'attitude ' are organisational, the 'attitude' problem may resurface even after her leaving. Therefore go to the bottom of the problem before arriving at a decision.
B.Saikumar
Mumbai
From India, Mumbai
If the problem is 'attitude'. It is better to adopt therapautic treatment like holding a one to one meeting to undertsand the reasons and then counselling and also doing self analysis whether you have properly percieved the situation rather than jumping at surgical operation.If the reasons for her so called 'attitude ' are organisational, the 'attitude' problem may resurface even after her leaving. Therefore go to the bottom of the problem before arriving at a decision.
B.Saikumar
Mumbai
From India, Mumbai
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