أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Agree with Ms. Amani Jalal
1. Peer feedback.
2. Colloeagues feedback.
3. Behavior monitoring.
Biggest challenge is to flush out negative attitude from the employees!
Could be done by engaging them, providing space for their opinions for employees involvement, interdependency, trust, making a positive work environment, realistic and mutually agreed challenges and enough learning opportunities.
First of all, I'm bothered about the term "flush out employees". It is such a derogatory labeling of a human being. I hope you mean, "flush out the negative attitudes of employees", which rather addresses the act, and not the person who commits the act.
Nevertheless, let me put my two cents in about reducing or managing negative attiudes from employees.
1) First of all, how did you select your employee(s)? Perhaps, the person you hired may already have been carrying some sort of emotional or psychological luggage with him/her that could significantly affect his/her work ethics. At the recruitment stage, the HR personnel should be sensitive about these gray areas in an applicant to avoid problematic situations later on.
In this case, the problem starts with the hiring process.
2) Did the company clearly define its Value Statement to the employees? And did the employees understand it the way you want them to grasp? Again, this issue has something to do with the company itself.
3) If you see that the problem is in the individual employee, the first thing you should do is to talk privately with the employee in question. Do not readily reprimand and do not embarrass him/her before other employees. Perhaps the person is going through a difficult situation. Find out what bothers him or her.
4) Give a firm warning.
5) If behaviour does not change for the better after three repeated warnings, you now have the right to expel that difficult employee.
In my opinion:
For good behaviors: Give the employee praises in public.
For the bad as the following process:
1. Verbal warning
2. first writing warning on the second time
3. Second writing warning on the second time
4. Deduct from his salary
5. Unpaid working day for a short period.
THE MOST IMPORTANT THING in this effort that HR Dept need to put will be: THEY NEED TO HAVE AN OPEN MIND on while going about all activities related to employees. As HR Dept be prepared to hear a lot of negative feedback about your HR policies and/or management also from the employees--since quite often employees are a misguided/misplaced lot. Before you begin to GIVE constructive feedback, YOU need to be prepared to RECEIVE it.
First understand than you can plan strategy on how to tackle negative issues with positive reframe of policy and behaviour ...
