Dear All,
This is Navdeep from xxxxx. We are dealing into software development. There is an issue came up in our organisation.
I was conducting session of one of our female employee and in the session she told me the senior male person who is giving her trainings she is not comfortable with him. he was calling her in the past month everyday but she was ignoring him. How can i solve this problem because he is not disturbing her right now but she is not comfortable with him whenever he is giving trainings
and the other problem is how can i represent this problem in fromt of my seniors as one of our senior is very agressive.
Please help me asap.
thanx
Navdeep
From India, Chandigarh
This is Navdeep from xxxxx. We are dealing into software development. There is an issue came up in our organisation.
I was conducting session of one of our female employee and in the session she told me the senior male person who is giving her trainings she is not comfortable with him. he was calling her in the past month everyday but she was ignoring him. How can i solve this problem because he is not disturbing her right now but she is not comfortable with him whenever he is giving trainings
and the other problem is how can i represent this problem in fromt of my seniors as one of our senior is very agressive.
Please help me asap.
thanx
Navdeep
From India, Chandigarh
First of all this kind of behavior is unacceptable at any level. You should be strong enough to report this incident to your senior management.
First take a hand written statement from the female employee regarding the issue. Then ask her to give a written complaint on that person. Now invite the person involved to a meeting and explain the situation and ask him to give a written statement about the complaint.
Now present your findings to the top management and let them take a serious action. If they ask you for your opinion on the incident say that You want to press the maximum penalty in this case. Tell them that if we punish one person no one will ever dare to do such a thing in the future and it will send a strong message among others.
Don't have a second thought be strong.
From India, Hyderabad
11First take a hand written statement from the female employee regarding the issue. Then ask her to give a written complaint on that person. Now invite the person involved to a meeting and explain the situation and ask him to give a written statement about the complaint.
Now present your findings to the top management and let them take a serious action. If they ask you for your opinion on the incident say that You want to press the maximum penalty in this case. Tell them that if we punish one person no one will ever dare to do such a thing in the future and it will send a strong message among others.
Don't have a second thought be strong.
From India, Hyderabad
Hello Navdeep,
Did you check with the female employee the ACTUAL reason for his discomfort?
That becomes the key for your response--unless you know what's troubling her, there's no way you can handle the senior(s), especially when one of them is aggressive.
I have also seen cases when an individual may mistake the behavioral pattern of others--seeing ill-intent where none existed [it may not be a Right/Wrong issue--just a mismatch of viewpoints]. Just ensure that there are genuine grounds for her to feel the way she does--before you think of taking up the matter forward for a solution.
All the Best.
Rgds,
TS
From India, Hyderabad
Did you check with the female employee the ACTUAL reason for his discomfort?
That becomes the key for your response--unless you know what's troubling her, there's no way you can handle the senior(s), especially when one of them is aggressive.
I have also seen cases when an individual may mistake the behavioral pattern of others--seeing ill-intent where none existed [it may not be a Right/Wrong issue--just a mismatch of viewpoints]. Just ensure that there are genuine grounds for her to feel the way she does--before you think of taking up the matter forward for a solution.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Ramnaresh
thanx for your suggestion but what if that girl is not ready to give written statement because she thinks she dont want to create an issue and she dont want to be a part of any issue. how can i proceed further. and our project manager want me to do something against this issue.
and if i am not taking any action against that employee in future he will do this again with her or with any other girl Senior manager can say why didnt you took any action against him at that time.
Thanx
navdeep
From India, Chandigarh
thanx for your suggestion but what if that girl is not ready to give written statement because she thinks she dont want to create an issue and she dont want to be a part of any issue. how can i proceed further. and our project manager want me to do something against this issue.
and if i am not taking any action against that employee in future he will do this again with her or with any other girl Senior manager can say why didnt you took any action against him at that time.
Thanx
navdeep
From India, Chandigarh
Dear Navdeep, How can you take any action without evidence and investigating the reasons, likeTS has suggested? Even police do not act when people do not give a complaint in writing.
From United Kingdom
From United Kingdom
Hello Navdeep,
I think you aren't coming out clearly with the actual issue/problem.
Can you pl explain this statement of your's--"if i am not taking any action against that employee in future he will do this again with her or with any other girl"--in your response to Ramnaresh? Do "WHAT" again?
Pl note that this is a Forum where the identities of the organization(s) or individual(s) needn't be revealed--in fact most threads don't & no one insists too--since the focus will always HAVE TO BE [AND IS] on the facts of the case/situation.
So unless you explain the situation clearly & fully/completely, I am not sure whatever response(s) you get would resolve your problem--the Worst-case-scenario being a half-baked solution, which is more dangerous than 'no solution'.
Rgds,
TS
From India, Hyderabad
I think you aren't coming out clearly with the actual issue/problem.
Can you pl explain this statement of your's--"if i am not taking any action against that employee in future he will do this again with her or with any other girl"--in your response to Ramnaresh? Do "WHAT" again?
Pl note that this is a Forum where the identities of the organization(s) or individual(s) needn't be revealed--in fact most threads don't & no one insists too--since the focus will always HAVE TO BE [AND IS] on the facts of the case/situation.
So unless you explain the situation clearly & fully/completely, I am not sure whatever response(s) you get would resolve your problem--the Worst-case-scenario being a half-baked solution, which is more dangerous than 'no solution'.
Rgds,
TS
From India, Hyderabad
Dear Ts
ok i will keep in mind your all points from nowonwards & thanx for telling me.
Do what means if i am not conducting any session & giving her any show cause or letter of explanation it can get worst because that female staff is not ready to give written complaint.
Thanx
NK
From India, Chandigarh
ok i will keep in mind your all points from nowonwards & thanx for telling me.
Do what means if i am not conducting any session & giving her any show cause or letter of explanation it can get worst because that female staff is not ready to give written complaint.
Thanx
NK
From India, Chandigarh
Dear Sargi,
It is unfortunate that this matter has emerged in your organisation and it is essential that one deals with such a situation with tact.
In situations like this, be it male or female, it is not appropriate to take things in writing. Employees may feel that this is a breech of trust or may even feel that it will be used against them later.
The fact that this 'discomfort'has been mentioned means that it needs to be investigated. You dont need to attack the manager in question, but you have to subtly observe the behavior, and gather facts around other situations, if they exist.
If you can address the situation, you can help the organisation. And if you do some research and find out that it is wrong, it will allay the fears of the female employee, and help to retain her with the organisation.
From India, Gurgaon
It is unfortunate that this matter has emerged in your organisation and it is essential that one deals with such a situation with tact.
In situations like this, be it male or female, it is not appropriate to take things in writing. Employees may feel that this is a breech of trust or may even feel that it will be used against them later.
The fact that this 'discomfort'has been mentioned means that it needs to be investigated. You dont need to attack the manager in question, but you have to subtly observe the behavior, and gather facts around other situations, if they exist.
If you can address the situation, you can help the organisation. And if you do some research and find out that it is wrong, it will allay the fears of the female employee, and help to retain her with the organisation.
From India, Gurgaon
Dear Sargi,
I completely agree with Annika's view. To add on the same; try to read their body language and their past rapport in he organization [Both the parties]
Also check with other female colleagues as what do they think about the [male] trainer?
Observe the trainer when he is around that female employee! Gather the facts and your observation and share with your senior and retain the genuine one.
Also you can suggest a [high level ]training session on behavior for all the employees, even the trainers.
By doing this you are retaining the genuine employee and also correcting the other one whose approach/behavior is not ethical.
Hope my suggestion is of some help.
From United Kingdom, Preston
I completely agree with Annika's view. To add on the same; try to read their body language and their past rapport in he organization [Both the parties]
Also check with other female colleagues as what do they think about the [male] trainer?
Observe the trainer when he is around that female employee! Gather the facts and your observation and share with your senior and retain the genuine one.
Also you can suggest a [high level ]training session on behavior for all the employees, even the trainers.
By doing this you are retaining the genuine employee and also correcting the other one whose approach/behavior is not ethical.
Hope my suggestion is of some help.
From United Kingdom, Preston
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