Dear Urvashi,
I really go along with RK & Deepak,we should understand the problem , as suggested put them in different timings/shifts if there is shift based system or put them into different roles/project, put them into different technical training program if they are not into projects..and convey the policies of the company clearly..
regards,
Pavithra
From India, Madras
2I really go along with RK & Deepak,we should understand the problem , as suggested put them in different timings/shifts if there is shift based system or put them into different roles/project, put them into different technical training program if they are not into projects..and convey the policies of the company clearly..
regards,
Pavithra
From India, Madras
Hi Urvashi... I completely agree with Deepak & RK... Some companies actually have policies for employees in the same department who are related... Shift those employees to different departments or verticals or shifts, as the case may be.... I am sure this will help & i am saying this because I myself have handled a similar situation in my previous organization.. It worked!!! :)
Hope you soon get out of this situation...
Regards,
Supriya
From India, New Delhi
Hope you soon get out of this situation...
Regards,
Supriya
From India, New Delhi
Hi urvashi!! I am agreed with RK's opinion and I also suggest to become a strickt HR as well. Managing time, culture(by policy)to be followed,This type of behaviour will put organization into probs. Employee has to perform Professionaly, Kaam-se-kaam rakho....whatever relation anyone is having with anyother, no symtoms to be seen in the organization so couple can enjoy anything outside and off duty. Remember that you are HR and you have to be like HR only and Be Rational on your job. you can indeed councile both to concentrate more on work and also prais their work if they have done good. After giving opportunity if they are not changed, issue a notice on the same for 74hrs. If no changed, Issue notice again with24 hrs. REMENBER, IF EMPOYEE NOT KEEPING ORGANIZATION'S CULTURE, BY DOING THIS HE OR SHE DOING MISCONDUCT.....YOU CAN LATER ON TERMINATE.
From India, Ahmadabad
From India, Ahmadabad
Dear Friend,
I think what Peer Saab as mentioned is correct. I mean you better make each one of them feel that what they ate doing is seriously effective the growth of company so always in such cases you better handle the case with the TL of that particular team which needs to be done now and than if such things keep happening to make them understand that nobody gets paid for nothing.
I hope you will try this out to get your problem solved and you really dont need new ideas to handle such things. Just make sure you have your TL and management with you and goahead. All the best..........
Regards
Amith R.
From India, Bangalore
I think what Peer Saab as mentioned is correct. I mean you better make each one of them feel that what they ate doing is seriously effective the growth of company so always in such cases you better handle the case with the TL of that particular team which needs to be done now and than if such things keep happening to make them understand that nobody gets paid for nothing.
I hope you will try this out to get your problem solved and you really dont need new ideas to handle such things. Just make sure you have your TL and management with you and goahead. All the best..........
Regards
Amith R.
From India, Bangalore
Hi all,
First and foremost pl check ur company policy whether couples are allowed to work.
Then proceed with a counselling session.
If not fruitful ,pl analyze their performance matrix along the days.
And another solution is to change either of the couples role and department if the policy allows.
Regards,
From India, Madras
First and foremost pl check ur company policy whether couples are allowed to work.
Then proceed with a counselling session.
If not fruitful ,pl analyze their performance matrix along the days.
And another solution is to change either of the couples role and department if the policy allows.
Regards,
From India, Madras
Hi,
I think you don't have clear cut policy regarding disciplene & HR policy. First make the Authetic policy & discuss it with Higher & Final Authority disclose all the matter before him. Only some thing you can do your level. Like stick some national & international Heros Quote, give advise like friend but rember no funny Because the "Y" theory of Hazberg dosen't work always if these all not working then you can use "X" theory
finely
If you become so sweet you will become Diebetic Paitient.
If I worng Please reply seinor/ junior members.
Thanks & Regards
Dileep
From India, Delhi
I think you don't have clear cut policy regarding disciplene & HR policy. First make the Authetic policy & discuss it with Higher & Final Authority disclose all the matter before him. Only some thing you can do your level. Like stick some national & international Heros Quote, give advise like friend but rember no funny Because the "Y" theory of Hazberg dosen't work always if these all not working then you can use "X" theory
finely
If you become so sweet you will become Diebetic Paitient.
If I worng Please reply seinor/ junior members.
Thanks & Regards
Dileep
From India, Delhi
Dear All,
I believe such issues can be resolved with utmost care. Please consider the following points with this regard:
Firstly, check out their individual performance. In case their performance is falling or they are not achieving their targets, probably then you can put this point to their boss/super boss (Team Leader). Make sure such a thing should come from their boss via mail so as to have record thereof.
Have a feedback session with such employees. Act as a mentor and counsellor for them by bringing their achievements so far and the areas where they need to improve. Also, try to develop team spirit in the feedback.Ask them as to why they are not interacting and coordinating with their male team members in case of female employees.In case they speak out about their personal relationship,try to give some practical examples of such cases and the consequenses thereof.
Secondly, the company can probably specify the break timings, say, 2-3 tea breaks in a day of not more than 15 minutes in a day so as to avoid frequent meetings with their partners.
Thirdly, the boss should arrange a project wherein the female employee needs to interact and coordinate along with male employees for her project so that her partner should not feel possessive on account of that. Same procedure should be followed for male employees.
Also, i agree with Deepak that one cannot fire at the first instance to any employee on account of having relationship within the organisation.
But what if the performance of such employees is substantial enough? Then probably you can have feedback session exclusive of the point realting to their performance as mentioned above.
Please correct me in case i am wrong.
From India, Gurgaon
I believe such issues can be resolved with utmost care. Please consider the following points with this regard:
Firstly, check out their individual performance. In case their performance is falling or they are not achieving their targets, probably then you can put this point to their boss/super boss (Team Leader). Make sure such a thing should come from their boss via mail so as to have record thereof.
Have a feedback session with such employees. Act as a mentor and counsellor for them by bringing their achievements so far and the areas where they need to improve. Also, try to develop team spirit in the feedback.Ask them as to why they are not interacting and coordinating with their male team members in case of female employees.In case they speak out about their personal relationship,try to give some practical examples of such cases and the consequenses thereof.
Secondly, the company can probably specify the break timings, say, 2-3 tea breaks in a day of not more than 15 minutes in a day so as to avoid frequent meetings with their partners.
Thirdly, the boss should arrange a project wherein the female employee needs to interact and coordinate along with male employees for her project so that her partner should not feel possessive on account of that. Same procedure should be followed for male employees.
Also, i agree with Deepak that one cannot fire at the first instance to any employee on account of having relationship within the organisation.
But what if the performance of such employees is substantial enough? Then probably you can have feedback session exclusive of the point realting to their performance as mentioned above.
Please correct me in case i am wrong.
From India, Gurgaon
Hi,
I think the rules and regulations have to be explained to the couple and make them accountable for their work. In addition to that, you tell them how it is going to be affected their career and organisation. You can tell them that they don't have right to hinder the organisation development.
The couple should be educated how to keep the personal feelings conflict with the organisation goals which are byproduct of collective effort.
Regards,
Madepalli
From India, Hyderabad
I think the rules and regulations have to be explained to the couple and make them accountable for their work. In addition to that, you tell them how it is going to be affected their career and organisation. You can tell them that they don't have right to hinder the organisation development.
The couple should be educated how to keep the personal feelings conflict with the organisation goals which are byproduct of collective effort.
Regards,
Madepalli
From India, Hyderabad
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