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1- send to him warning letter
2- discuss with him before take any action
3- send him to HR department
4-other
discuss with him before take any action
other discuss with him and after month send aletter to him
for me, undoubtedly it is2 i.e. discuss with him before taking any action.
If an employee has been sincere and good output delivering, but due to some reasons he is not responding to organizational requirements, its the time that company, through his boss should try to understand the reasons for him doing so. Its because, employment is the WIN WIN situation for both, the co. as well as an employee. If personal goal are being defeated due to over pressure of organizationsl goals, employee will not work in the same spirit as he used to, and there is nothing wrong in it.
Hence, in my opinion, boss personally discussing with the employee concern is the right way of handling the situation.
If the employee becomes resourceful for the company, don't try to become superior. Try to behave friendly. Discuss with him/her and give some priority of his thoughts, motivate him. Keep it mind, If he/she doesn't listen you, it's not only his/her fault, there is a fault in you, in your command.
2............................discuss with him before take any action
In the first instance, if somebody does not do something, I just ask why. I mean a genuine why, not an aggressive or passive-aggressive why. Quite often this does the trick, or leads to a useful discussion.
You're the manager so it's your job to solve the problem. HR is a last resort and should only become involved once you decide you need to use the formal disciplinary process, which will result in the person being fired unless something changes. Don't send a warning letter without discussing it with HR.
The proper response to employee insubordination can range from disciplinary action to termination. A succinct policy can assist employers in appropriately dealing with insubordination issues.
If you have employees, you should develop a policy for dealing with insubordination. Insubordination occurs when an employee willfully disobeys or disregards a superior's legitimate directive. Abusive language by employees toward supervisors and others can also be considered insubordination.
The reasons for not tolerating insubordination are obvious — employees need to know that you, as the employer, are calling the shots. Insubordination is clearly not acceptable in an employment relationship, and you don't need to have a policy on it in order to discipline or fire someone for insubordination. However, a specific rule that insubordination will not be tolerated can be useful if you ever need to defend your actions in court.
If you are ever accused of discriminatory conduct because of your treatment of an allegedly insubordinate employee, or if you want to challenge payment of unemployment benefits to a worker fired for insubordination, you will generally have to show that:
In cases of abusive language, consider the context in which the incident occurred. An employee is more likely to be found to have engaged in insubordination if the abusive language:
If you encounter a situation where you think an employee is being insubordinate, before you react by punishing the employee, ask yourself the following questions to make sure that discipline is the appropriate action to take:
Assuming you are dealing with insubordination, how should you handle the situation?
Handling an Insubordinate Worker
Your knee-jerk reaction to an insubordinate employee may be to lose your temper, to become abusive in return, or to terminate the employee immediately. While it's hard to control your emotions during a stressful situation like this, you must. Termination may, in fact, be the appropriate response to an insubordinate employee, but don't fire the employee on the spot. If termination is appropriate, it will still be clearly appropriate after you've cooled off. Being abusive in return is never appropriate.
Although termination may be considered in the most serious situations, counseling or a progressive step discipline program is probably the most appropriate vehicle for disciplining an insubordinate employee. Your discipline policy should give you room to maneuver, so you can consider the following:
discuss with him before take any action
then send him warning letter as company policy
I think2nd point is first action, then if his explain were not accepted, then if he again do same you can send warning letter the followed action