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Dear ALL
I think everyone is missing a point here. The Management knows his indiscipline and have no problems with it or does not feel it warrants some action.
For Mandeep that unfortunately is her biggest problem. The problem is not the web designer. he is consistently displaying behavior that says "u cannot touch me so don't bother" and "your rules are not meant for me". These are typical behavior patterns of individual who feel they are indispensable.
I think the problem is the management and Mandeep needs to concentrate on educating them about the effects of employee behavior ( or misbehavior) on the organization.
@Mandeep - A piece of advice. Do not attempt to do anything to the web designer without having your management support which at present does not exist. We do not want you to get into a situation where the guy goes to the management and you are pulled up by them for the same. This will result in a situation where all your hard work will become zero because people will get to know and even those who follow your instructions will stop doing it.
Your problem is NOT the web designer but your management. They need to understand the power of HR and that only you can educate them. The Good News is 99 % of organization in India have the same problem. The bad news is inspite of all attempt it is still at 99%...:-) But that should not be a deterrent.
The Fun in HR is that we are constantly trying to change and change can become the most frustrating activity. The trick is to learn to enjoy the frustrations and have FUN doing it ;-)
If you need to talk to me about it, Please feel free to contact me.
Cheers
Navneet Chandra
Navneet Chandra Kulshrestha - India | LinkedIn
From India, Delhi
I think everyone is missing a point here. The Management knows his indiscipline and have no problems with it or does not feel it warrants some action.
For Mandeep that unfortunately is her biggest problem. The problem is not the web designer. he is consistently displaying behavior that says "u cannot touch me so don't bother" and "your rules are not meant for me". These are typical behavior patterns of individual who feel they are indispensable.
I think the problem is the management and Mandeep needs to concentrate on educating them about the effects of employee behavior ( or misbehavior) on the organization.
@Mandeep - A piece of advice. Do not attempt to do anything to the web designer without having your management support which at present does not exist. We do not want you to get into a situation where the guy goes to the management and you are pulled up by them for the same. This will result in a situation where all your hard work will become zero because people will get to know and even those who follow your instructions will stop doing it.
Your problem is NOT the web designer but your management. They need to understand the power of HR and that only you can educate them. The Good News is 99 % of organization in India have the same problem. The bad news is inspite of all attempt it is still at 99%...:-) But that should not be a deterrent.
The Fun in HR is that we are constantly trying to change and change can become the most frustrating activity. The trick is to learn to enjoy the frustrations and have FUN doing it ;-)
If you need to talk to me about it, Please feel free to contact me.
Cheers
Navneet Chandra
Navneet Chandra Kulshrestha - India | LinkedIn
From India, Delhi
Surya
Interesting reaction. :-) HR were never ringmasters and you should be knowing that more than me since you are the HR specialist...:-)
There is also a huge difference between preaching and educating which every HR guy is supposed to understand and appreciate.
Have you ever come across any employee assistance program that has become successful without the participation or Buy in from the management? Forget about employee assistance, have you ever been able to introduce any policy without buy in from management? I don't think so... HR without Management BUY IN does not exist ! How do you bring Management Buy IN ? You Educate them...
The thing about learning that we tend to forget is that like everything else in the world it requires "two to tango" - One who should be willing to teach/train/preach/educate/share/impart/transfer ( choose the term that makes you happy) and the other who is will to learn/accept/absorb/improve . AND then a third who thinks all this makes sense ( management)...:-)
Just my thoughts and many might differ... ;-)
Cheers
Navneet Chandra
From India, Delhi
Interesting reaction. :-) HR were never ringmasters and you should be knowing that more than me since you are the HR specialist...:-)
There is also a huge difference between preaching and educating which every HR guy is supposed to understand and appreciate.
Have you ever come across any employee assistance program that has become successful without the participation or Buy in from the management? Forget about employee assistance, have you ever been able to introduce any policy without buy in from management? I don't think so... HR without Management BUY IN does not exist ! How do you bring Management Buy IN ? You Educate them...
The thing about learning that we tend to forget is that like everything else in the world it requires "two to tango" - One who should be willing to teach/train/preach/educate/share/impart/transfer ( choose the term that makes you happy) and the other who is will to learn/accept/absorb/improve . AND then a third who thinks all this makes sense ( management)...:-)
Just my thoughts and many might differ... ;-)
Cheers
Navneet Chandra
From India, Delhi
Mandeep,
Unless he has self-realization, he wouldn't abide by the punctuality norms. No punishment would work in his case.
The trick which would work here is to not take any disciplinary action or say anything to him for at least 1 to 2 months. It possible that he would start thinking why isn't he been blamed and that will give him self space to act positively & follow the set norms.
Regards,
Sneha
From India
Unless he has self-realization, he wouldn't abide by the punctuality norms. No punishment would work in his case.
The trick which would work here is to not take any disciplinary action or say anything to him for at least 1 to 2 months. It possible that he would start thinking why isn't he been blamed and that will give him self space to act positively & follow the set norms.
Regards,
Sneha
From India
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