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We should do the follwing:
1-First of all, we should call the employee and tell him that his personal problems are having adverse effects on job performance, mood, and behavior at work.
2-Second, we should ask him if we can help him in any way. If he refuses our help, we should tell him not to bring his personal problems to work as they have a negative impact on the work and personnel.
3-If he accepts our help, we should help him as much as we can. Regaining the employee and showing him that there is some solidarity at work is very important. It also sends him as well as other personnel a stong message that the company cares for the well-being of its most treasured resources, that is its human resources.
4-If , after all the above measures have been taken, he continues in letting his personal life affect the work and personnel badly, we should warn him. If he remains the same after the3rd warning, he should be dismissed. Of course, there should be a time period of not less than one month between one warning and the other. If the employee corrects himself anytime before the3rd warning and he behaves normally and performs as expected, we should retain him. Otherwise, our last resort would be to dismiss him.
The company should do counselling, and then , warn him.
It does not matter what is in work if they do not have the information must conduct We reserve the information before stealing
The brutal reality of a worker who brings personal problems to work must be treated as immediately as possible, but with minimal damage to the organization. While we must respect and support our workers, we must also be realistic about the work they perform. Depending on how critical and/or necessarily their work contribution to current production / projects, swift action may need to be taken to isolate poor performance. Commonly we may employ re-assignments, a temporary leave of absence, or other forms of team / duty realignment to ensure that the negative aspects of an employee's personal life are not detrimental to the over all group.
Even though we want leadership to be compassionate to employees as people, the primary mission of a leader to is to ensure production and performance. The needs of one individual do not necessarily outweigh the needs of the corporation.
We must strive to provide a comfortable work environment with all the necessary benefits and program necessary to support the routine complexities of life. As such, leaders must identify deteriorating personal performance and take swift and immediate action. Allowing someone to not only suffer personally but also to wallow in mediocre performance only reinforces the problem.
Temporary suspension of duties and/or reassignment are effective tools to isolate the problem. Most people, in my opinion, simply need space and time to work out their personal issues. As such, continued engagement in production activities is counter productive to the resolution of most issues. While work may be therapeutic for some individuals, on the whole most people perform as low levels during periods of personal stress.
Talk to him .. explain that work is work and personal problems are personal only , and that both shouldn't be mixed together.And I'll try to get to know what is wrong ( if he accepted ) and try to help him if I could.
