Navigating Workplace Manipulation: How to Deal with a Toxic Colleague and Protect Your Professional Reputation
In the workplace, one of your colleagues behaves with you as a close friend, a well-wisher, and gives you a lot of praise. However, at the same time, he talks ill about you with other colleagues and seizes every opportunity to damage your reputation without your knowledge. More importantly, he twists your communications with others negatively and spreads negativity about you among others. In such a scenario, how do you deal with this colleague?
Dealing with a manipulative and toxic colleague can be challenging, but it's essential to address the situation professionally and assertively.
Here's a step-by-step guide on how to handle this situation:
1. Stay Calm and Objective:
Remain composed and avoid reacting emotionally to the situation. Emotions can cloud judgment. Try to view the situation objectively.
(p) “settlement" means a settlement arrived at in the course of conciliation proceeding and includes a written agreement between the employer and workmen arrived at otherwise than in the course of conciliation proceeding where such agreement has been signed by the parties thereto in such manner as may be prescribed and a copy thereof has been sent to an officer authorised in this behalf by] the appropriate Government and the conciliation officer.
Section 2(p) of The Industrial Disputes Act, 1947, defines the term "settlement." The interpretation of this section in detail is as below:
1. Settlement in Conciliation Proceedings:
An organization must guarantee that the HR Department delivers a written or verbal response to all candidates who were not selected after attending an interview. Remember, today's unsuccessful candidate could be tomorrow's perfect fit. Providing a positive experience for candidates will keep them motivated to pursue positions within your company. This approach not only enhances the company's branding but also strengthens the HR department's reputation. Here is a sample e-mail to be sent to the not selected candidates. For example, the position is Manager - Business Development.
Fostering a psychologically safe workplace is the foundation that enables a great attitude to flourish. From this attitude, great behaviors emerge, paving the path for remarkable actions and ultimately, transformative results.
In the fast-paced and competitive world of business, organizations often prioritize performance metrics, profit margins, and market share. While these are undoubtedly essential aspects of success, there's another, often overlooked, factor that can significantly impact an organization's long-term health: Psychological Safety. This article delves into the concept of psychological safety, its profound implications, and how it played a pivotal role in the case of Ms. Rishika, a Sales Manager whose career took an unexpected turn due to the absence of psychological safety in her workplace.
Mr. Krish, a technically qualified graduate engineer, has held the position of production manager at a company for a decade. He has displayed commendable proficiency in product management, process optimization, and effective team leadership. However, his approach lacks assertiveness and creativity and often appears lethargic. Notably, Krish seems content with his current role and shows no inclination towards pursuing higher career growth, despite multiple attempts by his superiors to address these concerns. Consequently, he has been assigned you as a mentor. As his mentor, how do you deal with this?
Mentoring Mr. Krish, who appears to be technically proficient but lacks assertiveness and creativity, can be a challenging but rewarding task.
1. What is the purpose of Karnataka Act No. 33 of 2023?
The purpose of Karnataka Act No. 33 of 2023, titled "The Factories (Karnataka Amendment) Act, 2023," is to make further amendments to the Factories Act, 1948, specifically in its application to the state of Karnataka.
2. When was Karnataka Act No. 33 of 2023 first published?
Karnataka Act No. 33 of 2023 was first published in the Karnataka Gazette Extra-ordinary on the 7th day of August, 2023
3. When did Karnataka Act No. 33 of 2023 receive the assent of the President?
Karnataka Act No. 33 of 2023 received the assent of the President on the 10th day of July, 2023.
“One of your key employees had submitted his resignation, and despite your efforts to retain him through a counteroffer, he remained firm in his decision to leave the company. Initially, you felt disappointed by his choice and, admittedly, frustrated with his approach.
Approaching the end of the notice period, the employee approached you expressing a desire to withdraw his resignation by accepting the counteroffer provided earlier.
How would you make a decision in such a situation?”
Considering the situation, there are several positives and negatives to weigh when deciding whether to accept the employee's request to reconsider his decision to leave the company.
Managers play a crucial role in developing average performers. While their performance might be average due to various factors, managers are also accountable to some extent. It's essential for managers to motivate these employees, helping them accept their current situation and inspiring them to overcome their weaknesses. When submitting performance reports, it's vital to communicate this message effectively.
Clarification with respect to the "Appeal" provision of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
Section 18 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 deals with the right of an aggrieved person to file an appeal in case they are dissatisfied with the recommendations made in their case or if the recommendations have not been implemented.
A detailed understanding is as below:
Sub-section 1:Any person aggrieved from the recommendations made under sub-section (2) of section 13 or under clause (i) or clause (ii) of sub-section (3) of section 13 or sub-section (1) or subsection (2) of section 14 or section 17 or non-implementation of such recommendations may prefer an appeal to the court or tribunal in accordance with the provisions of the service rules applicable to the said person or where no such service rules exist then, without prejudice to provisions contained in any other law for the time being in force, the person aggrieved may prefer an appeal in such manner as may be prescribed.
After distributing the salary increment letters to the team, one of the team members came to you and expressed his dissatisfaction about his increment, as he received 0.5% less than another employee. As a leader, how do you deal with this?
Addressing individual concerns fairly and transparently is vital for fostering a positive work environment. When confronted with comparison-based grievances, it's essential to handle the situation professionally and empathetically. Here's how you can effectively address the team member's dissatisfaction:
HR Adviser & Trainer
Impact of Liberalization and Globalization on Human Resource function is huge and transformation has happened quickly in our country. HR domain is growing in-depth as well in length & breadth. Thus new experiments are taking place in progressive organizations which has given rise for ample opportunity to broaden the HR domain. We are seeing the most dynamic, tough & critical situations all over the world and thus HR has occupied pivotal role in all types of organizations whether it is in Manufacturing, Engineering, Mining, Automobile, Education, Retail, Banking and Financial services, IT, ITES, Bio Technology, Service Industry like Health, Transport and Tourism and even in NGOs. Today’s HR function is totally aligned to achieve organizational goals. In this journey, the HR function has faced several tough challenges which are resulting to offer quick and efficient HR services to employees; work with Business Leaders to achieve organizational goals and so on so forth.
General Manager-HR, Bharat Fritz Werner Limited
A real man is he or she who lives after death. Similarly he or she is the real employee who remains to be an employee even after the leaving the employment of an employer.
In the employment life of a person employment, resignation, reemployment etc are common.
Especially in the current employment world, post COVID, number of cessations, voluntary as well as involuntary are huge in numbers.
Though a few, there are employees, who are often disgraceful in their communication about the employment resignations.
Communicating on telephone, whatsapp, e- mails have also been witnessed though it is known to be impolite way of communicating resignation decisions.
Country Head of HR, Nexteer Automotive, Bangalore
As the world is healing back to normalcy from last two years of pandemic and devastation it created on human life, work and businesses seems to be inching towards end of Covid, The employees who have shown exemplary flexibility in demonstrating accelerated speed in change adoption by way of working from home or working from anywhere with 24/7 coverage made companies achieve business continuity and uninterrupted customer service, but it has come with huge cost of emotional, psychological pressure on employees, the days had no boundaries of end and beginning of work was all around with the fear and restrictions of authorities due to the spreading pandemic as well as the responsibility of escaping from infection or taking care of any one in family getting infected or even in some unfortunate cases losing the loved one’s and coming to terms with the loss and sustaining one’s balance was a never heard of, once in a century event has passed in different degrees of intensity for each one of us,
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