Harassing by monitoring silly things ?

Very recently one of my friend was telling his employer sent a mail to every one stating that you are “Ordered” to register your entry and exit every time you leave your seat, I don’t know what was behind this attitude but whatever it may be I think it’s silly and stupid.  

Employees will feel they are being cornered and treated with narrow minded autocratic attitude and will lose the commitment and josh to work for an employer in volunteer.

This shows how cheap your employer is on his attitude and it is better not to work for these kind of sick people but still sometimes you are struck with personnel commitments and other issues and you need to bear with these silly rules.

Why does the employer think this way? What makes them to go with these sick rules?

There are times when your manager passed by your seat couple of times where unfortunately you went to pee or shit, but he/she might have thought that you are not in your seat most of the time rather than thinking if my job is getting completed on time or not.

I believe an employer has no right to intrude into any ones personnel space, an employee may have 101 reasons to leave his seat for what so ever reasons he may have, asking him to punch every time will irritate him for sure (He may have loose motion where he goes to shit more than 4 times in a day or he is diabetic he has to pee as many times he feels to or he has gastric problem where he has to leave his seat and go out to open area to frat freely) asking him to record all these will make him feel sick about his job and employer.

So What Employers Can do if they find their employees are not in their seat?

Don’t worry whether they are in their seat or not,   It’s very simple for sensible employers to understand and handle their guys, Give them the work what they are supposed to do and tell them when you need (Minding the quantity of job you assign them) and go mind your business and if you do not have one as you have assigned all your task, just enjoy your day feel the happiness and peace around you. When the task assigned reaches the due time ask your guys what happened and if they fail to deliver , tell them it’s not acceptable as you know that job can be completed within the prescribed time and warn them not to be late from next time.

 Most of the experienced employees will understand and will perform accordingly; they will feel the same way how you feel when you are questioned sarcastically by your boss/client.  Never try to micro-manage an employee by standing right behind his ass to restrict his every access, you cannot make any one work on force and if you think so, you have lost your mind.

If you do not have any task at present that can be assigned to your employee feel free to let them free and do not bother them with petty things just for the reason to give them some work. Try to earn mutual respect and commitment from an employee which will turn him to be more productive when situation arises.

Do not be a controlling employer; try to be a consulting employer to reap “The best consultants”!

Still if you think you will have to micro-manage your employees, I think you have a problem with your attitude.

Thanks & Regards,

S.Grace Paul Regan

For some it's tough to let an employee go, even when the signs are obvious. If you see these behaviors, prepare to make a personnel move. 

Everyone has done it – held on to an employee too long. For whatever reason (the person is family, a friend, or you just fear the whole process), you just can't seem to muster up the courage to get rid of that one particular employee. For some managers/owners, it's a simple process. For others, the prospect of releasing an employee is a gut-wrenching experience they'd rather avoid. It doesn't have to be. Not when you have telltale signs it's time to let that employee go. Sometimes, he or she is practically asking for it.

Use these as tips for how and when you should release an employee.

1. Apathy

The biggest problem with apathy is that it not only prevents people from doing their jobs, it's quite contagious. Should you wind up with an outbreak of apathy, recovery can be quite a chore. If an apathetic employee is one who previously displayed no such behavior, it would be to your benefit to get a feel for what's going on. If the employee is undergoing a personal issue, make sure he understands that, although you respect his personal life, he needs to keep the apathy in check. If the employee indicates no issues are going on, then it's very likely his apathy is aimed specifically at work.

2. Disappearing acts

If disappearing acts are preceded by the employee dressing up (beyond the norm) or other changes in behavior, it could mean he's already scouting out new employment. If not, he could simply be skirting his duties. Either way, ducking out beyond regularly scheduled breaks is a sure sign you have an employee who feels he's above and beyond the job. Not only do you risk other employees assuming unscheduled disappearing acts are allowed, those who do follow the rules will become resentful.

3. Arguments

Argumentative employees usually take two forms: those employees who feel strongly about their positions and those who have grown weary of their environment and wish to argue for the simple act of releasing aggression. If the former, congratulations, you have a passionate employee! If the latter, you have someone on your team who has reached the point where a blowup is imminent. When the latter begins frequently arguing with you, other management, fellow employees, or clients, it's a very good sign that it's time for that employee to go. If you're kindhearted, you could (and probably should) bring the employee in for a conference to see if any issues can be resolved. Otherwise, it's "Hit the road."

4. Productivity decline

Production loss can come for many reasons. Sometimes staff can become overloaded with work or be placed on a project they have no business on because they lack the skill set. Other times, a drop in production can come for no apparent reason. It's when this type of slowdown occurs that attention must be paid to the culprit. If the employee in question seems to be spending more time with his eyes in places other than their work, it's time to bring that employee in for a chat. When that happens, the employee will either deny your claims or make excuses for his (in)action.

5. Secrecy

Huddled employees who scatter when you appear are a problem. When you start hearing whispered tales around the office, that could mean dissension is spreading like wildfire. In some cases, those tales can be traced back to one particular member of the team. It's always best to get to the heart of the matter before that discontent (or false information) is spread among the masses.

6. Disaffection

Cleaning house is a bad sign. When you an employee slowly removing her personal effects from her  desk, you should take that as a sure bet the employee is starting to disassociate herself from her job and the company. The end game in this scenario is a slow severing of the ties that bind. During that process bad blood can be spilled. If you find this employee already dangling on an unsteady precipice, it's time she was cut loose.

7. Pot-stirring

This one of the most damaging behaviors you'll find in the office. When you see signs of this behavior, the first thing you must do is find out who is holding the spoon. The one fomenting trouble, whether it's by spreading rumors or setting employees against one another, is doing so for a reason (either legitimate or not). That staff member must be dealt with quickly or you'll never calm the sauce of your department/company.

8. Unreasonable demands

When an employee becomes dissatisfied with either her jobs or her work environments, she'll start asking for things that aren't realistic. She is practically begging for you to let them go. If you find this to be the case, oblige her. Do take one thing under consideration – if more than one employee seems to be making unreasonable demands, it is upon you to figure out if there is one employee driving this coup or if you have actually created an environment that breeds such behavior. Take responsibility and try to view the situation objectively; you might discover something that can be easily remedied.

9. Redundancy

If you're lucky, you can afford to keep someone around for the times when his or her skills are a necessity, even if that need ebbs and flows. When business is in high demand, those redundancies can keep you afloat, but when business is slow, you're spending more than you need. The most important thing is to try and strike a balance. But economics might lead to the hard decision to cull the herd a bit, and rely on a contractor if and when the situation requires it.

10. Internal affairs

I'm not talking about run-of-the-mill office politics. I'm talking about emotional and sexual affairs. It's tough to devise a policy that prevents dating among employees, but it's smart. As much as we don't want to admit this, inter-office romance can be a breeding ground for big trouble. When this happens, you'll find yourself cleaning up messes you don't want to be involved in. Try to avoid this altogether by creating a strong policy concerning relationships in the workplace. If someone breaks that policy – they have to go.

The hiring and firing of employees is a tough business. This is especially true when you're trying to create an environment of trust and ease. In the end, there will always be hard decisions to make.

Post from TechRepublic. 

Thanks & Regards,

S.Grace Paul Regan 

How to deal with the brilliant, but problematic employee?

Do you have that one brilliant, irreplaceable employee who brings so much to the table but who seems to have been raised as a goliath? Here's why you need to do something. 

These people are geniuses at what they do and slight imperfections, like the ability to communicate in a humane way, are a small sacrifice. Well, maybe.

Yes, I would prefer my dad's surgeon be more brilliant with the knife than conversation.  But there's something to be said for tact and for being able to convey the information you have that many others don't.

As a employee, I don't expect those who possess some singular talent that drives business in a big way to be perfect crafted human. In other words, I don't need them to be winning friends all over the godforsaken place. But I don't think it's too much to ask these people to not make their coworkers dive under their desks in order not to have contact with them.

Geniuses like to play the Steve Jobs card to defend their countenances. Well, you know what? Mr. Jobs was indeed a genius, but if he'd reported to me, I'd have lauded his ideas but asked him to watch how he conveyed them.

Team

When management doesn't consider the brilliant employee for his or her negative attitudes or interaction with other team members, what do you think it says? It says that that person isn't held to the same principles of human ethics; that no one else on the team is as important as he is. Productivity increases as well, if your other employees would drink phenol than have an encounter with the resident genius.

The Harvard Business Review after studying the effect on Goliath behavior in the office and, based on responses from thousands of managers and employees, found that those with anti-social co-workers exhibit:

• a decrease in effort (48%)
• less time spent in the office (47%), and
• lower quality of work (38%)

Steps 

It's not always easy to face the cold, confident eyes of the office Genius & so called goliath in a one-on-one consult. That criticism will be with anger or, worse. And you might be right. But sometimes the person is absolutely unaware of how he or she comes across, is shocked by the truth, and wants to change. If not, you can and should impose some kind of checks and balances on him or her. No one is irreplaceable. Weigh the loss of your genius against the stats listed above, at times you may have to take these decisions if you are lucky enough in a position to do that, unfortunately if that was to be your manager (Enjoy!)

You may also want to consider offering bits of advise throughout the year rather than in one sit-down.

Another complication--some anti-social behavior comes about because of a need for control, an aggressive nature, and a host of other psychological aspects that are not in my understanding and/or dealing with. (Unless you're reading this and you're a licensed psychologist. In that case, I apologize) In that case, you can refer employees to HR or an EAP if your company has one.

Either way, don't sweep the issue under the table. It's unfair to your other employees. And just think of what heights your genius can climb to if his or her coworkers did not contribute. 

I personally face this kind of behavior from my Manager and unfortunately we have a same sort of management too, to whom you cannot complain. 

Some of the contents posted here were from the original content that I read from the Tech-republic site. 

Thanks & Regards,

S.Grace Paul Regan