Hello,
Here is the situation im facing:
An woman employee in the organization, a single parent is with us from past 5 months. It is easily understood that being a single parent and taking care of a lot of things is understandable. Not much issues with her work. She tries to complete it accordingly. Problem is that, she asks for permission in flexibility of work timings though she has been granted that from the very first day of work. Once, she said children school and colleges run for admissions will be late, agreed. Second, Daughters medical admissions, travel to another state need leaves, agreed. Have to leave early from work as in laws are aged and alone at home, agreed. Often changes with timings, come late or go early. but she covers 6 to 7 hours of work daily. Though at time she hurries with work which in turn affects the quality of work. But understanding her situation we have been putting up with her requests most of the time. I hardly remember saying no to her. Now mother ill. Again flexibility in time, will come late and go early. like by 10:30am to 5:00 pm.
Though we are liberal for the fact that shes a single parent and we want to be understanding and not burden her and that her reasons are valid we have been accepting it. But my MD says, we are being very liberal to her accepting to everything she says which might affect other employees. I also feel that at times because other employee come from far off and still stay late working and they make sure they complete their stipulated work timings. I feel that these employees will someday feel that shes being given a lot of liberty.
Please let me know how to tackle such situations as i feel im stuck.
From India, Bengaluru
10Here is the situation im facing:
An woman employee in the organization, a single parent is with us from past 5 months. It is easily understood that being a single parent and taking care of a lot of things is understandable. Not much issues with her work. She tries to complete it accordingly. Problem is that, she asks for permission in flexibility of work timings though she has been granted that from the very first day of work. Once, she said children school and colleges run for admissions will be late, agreed. Second, Daughters medical admissions, travel to another state need leaves, agreed. Have to leave early from work as in laws are aged and alone at home, agreed. Often changes with timings, come late or go early. but she covers 6 to 7 hours of work daily. Though at time she hurries with work which in turn affects the quality of work. But understanding her situation we have been putting up with her requests most of the time. I hardly remember saying no to her. Now mother ill. Again flexibility in time, will come late and go early. like by 10:30am to 5:00 pm.
Though we are liberal for the fact that shes a single parent and we want to be understanding and not burden her and that her reasons are valid we have been accepting it. But my MD says, we are being very liberal to her accepting to everything she says which might affect other employees. I also feel that at times because other employee come from far off and still stay late working and they make sure they complete their stipulated work timings. I feel that these employees will someday feel that shes being given a lot of liberty.
Please let me know how to tackle such situations as i feel im stuck.
From India, Bengaluru
Dear Aishwarya,
Please note the following:
a) To be a single parent (or double parent!) is the personal matter of employee. Company has nothing to do with the personal matter of the employee.
b) Every employee earns certain quota of leave. Employee is free use the leave as per the personal requirement, irrespective of the reasons to avail of leave. If the HOD is in position to spare employee, then let the employee go on leave.
c) Any kind of concessions given to the employee should be for temporary period and frequency of the concessions also should be less. Else because of inordinate concessions, there could be violation of the principal of equality and in turn, it could demotivate other employees.
d) It is important to design the measures of performance for the employee. Whatever the concessions given to the employee, there cannot be the dilution of the KRAs of the employees. It appears that this woman employee's KRAs are not defined properly and if defined, measurement is not done properly.
e) Let me quote personal example. Within our acquaintances, we know a case wherein the woman employee works only up to 1500 hours. Later she comes to home and attends her domestic duties. To fulfil the loss of working hours, she works from home from 2100 hours to 2400 hours. Her company did not dilute her KRAs. Neither she has allowed her score to go down because of her domestic commitments.
f) If the administration of your company continue to yields to the demands of the woman employee then some other employee may approach with his/her demands. For how many employees you will be liberal?
Final comments: - Call the employee and let some senior explain her the importance of the organisation's culture or organisation's discipline. Her domestic issues cannot impact her employment. Let it be told that she cannot take for granted your company's administration's pliancy. In the meanwhile, if her performance is degraded, you may issue her notice. This written notice will become a ground for you to take tougher actions against her.
Thanks,
Dinesh Divekar
From India, Bangalore
Please note the following:
a) To be a single parent (or double parent!) is the personal matter of employee. Company has nothing to do with the personal matter of the employee.
b) Every employee earns certain quota of leave. Employee is free use the leave as per the personal requirement, irrespective of the reasons to avail of leave. If the HOD is in position to spare employee, then let the employee go on leave.
c) Any kind of concessions given to the employee should be for temporary period and frequency of the concessions also should be less. Else because of inordinate concessions, there could be violation of the principal of equality and in turn, it could demotivate other employees.
d) It is important to design the measures of performance for the employee. Whatever the concessions given to the employee, there cannot be the dilution of the KRAs of the employees. It appears that this woman employee's KRAs are not defined properly and if defined, measurement is not done properly.
e) Let me quote personal example. Within our acquaintances, we know a case wherein the woman employee works only up to 1500 hours. Later she comes to home and attends her domestic duties. To fulfil the loss of working hours, she works from home from 2100 hours to 2400 hours. Her company did not dilute her KRAs. Neither she has allowed her score to go down because of her domestic commitments.
f) If the administration of your company continue to yields to the demands of the woman employee then some other employee may approach with his/her demands. For how many employees you will be liberal?
Final comments: - Call the employee and let some senior explain her the importance of the organisation's culture or organisation's discipline. Her domestic issues cannot impact her employment. Let it be told that she cannot take for granted your company's administration's pliancy. In the meanwhile, if her performance is degraded, you may issue her notice. This written notice will become a ground for you to take tougher actions against her.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Shri AISHWARYA MANJUNATH,
The First thing, what is the reason of accepting all the request of the employee? who is responsible for this? Are they interested in the employee or to the organisation? Certainly some factors are playing behind these employee`s in the name of kindness and welfare.
Kindness should not be used for one`s advantage.
Once interest is a must but not above the organisation.
have a good day...
From India, Arcot
The First thing, what is the reason of accepting all the request of the employee? who is responsible for this? Are they interested in the employee or to the organisation? Certainly some factors are playing behind these employee`s in the name of kindness and welfare.
Kindness should not be used for one`s advantage.
Once interest is a must but not above the organisation.
have a good day...
From India, Arcot
Hi,
Being liberal is good....But, most of occasion both the managers and employees are misunderstood it.
Liberal means like riding horses. You should hold the rope and let run the horse. If it goes wrong direction you can pull your rope at right time. Here, pulling the rope at right time means lot...
Hence, be liberal and understand and let understand others about liberty.
Thanks and best regards
Kannan S.L
Deputy Manager,
Scientific Publishing services (P) Ltd
Chennai
From India, Madras
Being liberal is good....But, most of occasion both the managers and employees are misunderstood it.
Liberal means like riding horses. You should hold the rope and let run the horse. If it goes wrong direction you can pull your rope at right time. Here, pulling the rope at right time means lot...
Hence, be liberal and understand and let understand others about liberty.
Thanks and best regards
Kannan S.L
Deputy Manager,
Scientific Publishing services (P) Ltd
Chennai
From India, Madras
I thank everybody for your valuable feed backs.
Dinesh sir, i totally agree with your point. Let me add on, currently shes not working on any client projects. Everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do. But i feel with work or no work, this habit must end somehow. Or else they will get used to asking permissions and we need to keep granting it coz we are doing it. If it stops or reduces now we can handle it better in future. We do have informed her that she cant keep asking for this all the time. Problems never end. Like you said its her personal matter.
Mr. Rocky12 We cant ask her to take leaves for months coz she is the only content writer in our organization. That would be a tough decision to make i think :/
She wont take leave but she will alter the work timings. Our actual timings are 10:00am to 6:00pm. Shes been coming at 10:30 and leaves by 5 saying that her mother is a heart patient and anytime she can get her attack. Though it is personal, we cant close our ears right? from the day 1 one or the other reason is there with her. She says i will stay back if there is work. but when i dont have i shall leave early.
But i think its not her call to decide on that? she has work or no work, we get to decide when she comes n when she leaves right?
How do i put this across to her??
From India, Bengaluru
Dinesh sir, i totally agree with your point. Let me add on, currently shes not working on any client projects. Everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do. But i feel with work or no work, this habit must end somehow. Or else they will get used to asking permissions and we need to keep granting it coz we are doing it. If it stops or reduces now we can handle it better in future. We do have informed her that she cant keep asking for this all the time. Problems never end. Like you said its her personal matter.
Mr. Rocky12 We cant ask her to take leaves for months coz she is the only content writer in our organization. That would be a tough decision to make i think :/
She wont take leave but she will alter the work timings. Our actual timings are 10:00am to 6:00pm. Shes been coming at 10:30 and leaves by 5 saying that her mother is a heart patient and anytime she can get her attack. Though it is personal, we cant close our ears right? from the day 1 one or the other reason is there with her. She says i will stay back if there is work. but when i dont have i shall leave early.
But i think its not her call to decide on that? she has work or no work, we get to decide when she comes n when she leaves right?
How do i put this across to her??
From India, Bengaluru
Dear Friend AISHWARYA MANJUNATH,
This is a frivolous issue, "everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do"
Your boss MD is fully aware of the issue, so, there is nothing to do more....
best of luck ....have a good laughing day ....
From India, Arcot
This is a frivolous issue, "everything shes doing is handling content from the organization, newsletter, blogs articles web content etc. MD says that we cannot be strict with her as she does not have much work to do"
Your boss MD is fully aware of the issue, so, there is nothing to do more....
best of luck ....have a good laughing day ....
From India, Arcot
I believe this issue is becoming of too special circumstances. My only suggestion is that employee must follow the HR policy and procedure. Being in HR you need to stand firm to those policies. She needed the job, thus the only way for her to get the job and do the job is to follow the policies. As much as possible, a company should not be attached to the personals of the employee. If she really wants to work in your company then she needs to follow the rules, which is equally same for all. For her personal things, she should be able to manage and not the company managing it for her.
From Bangladesh, Dhaka
From Bangladesh, Dhaka
Ms. AISHWARYA MANJUNATH,
Being good is being bad. Maintain win win status is better at any point of time or given point of time for the employees as well as the employer. If once you refuse her request then you can feel the heat. Take a suitable decision to utilize her knowledge or talent to the fullest level for the organisation to avoid such a situation in general.
V.Murali
From India, Madipakkam
Being good is being bad. Maintain win win status is better at any point of time or given point of time for the employees as well as the employer. If once you refuse her request then you can feel the heat. Take a suitable decision to utilize her knowledge or talent to the fullest level for the organisation to avoid such a situation in general.
V.Murali
From India, Madipakkam
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