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Hi fishes, I have only 4 days left in notice period. Please guide me which one to join in terms of WLB, Job Security, Long term stay. Year of experience 10 years
1. Schneider electric
2. Harman international
3. Nagarro
4. Fidelity National financial
Harman Schneider Electric Nagarro Fidelity national financial india
There are lot of mixed reviews about Nagarro.. some folks are saying Nagarro do not fire even in covid the only did the pay cuts and did not fire anyone... where as some folks are saying Nagarro is hiring rigorously more than their projects strength so firing will happen for sure and if you are on bench for more than 1 month you are in red zone as the same happened in past... what is the mystery.. can anyone from Nagarro an honest review about this organization.
Nagarro Nagarro ES HCL Technologies Tata Consultancy
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I’d refer her to HR. Advise FMLA helps protect her job in situations where she needs to take time off of work due to health issues and refer her to contact the HR rep who can assist and go over the process.
Hi- someone with a chronic health condition here, also a manager.
These situations are hard as a manager. I commend you for being reflective and asking how to do right by your employees. And the added stress of a difficult employee situation when you’re already stretched thin sucks.
In case it’s useful, here’s some informal perspective from being on both sides of this equation as both a manager and an employee with a chronic incurable health issue I wouldn’t wish on anyone.
#1 Ask the employee what they need to be successful in the job. People are capable of a lot when they have the right conditions. You don’t need them to and shouldn’t ask them to disclose medical details. but have conversations about what supports they need and provide them.
#2 what would it be like to be open to letting go of your expectations about how things should be? The gap between how you want it to be and reality is often a place of heartache. Another way to look at this, if they’re getting their job done—however it gets done—awesome. Trust me you’ll have one of the most loyal employees ever if you support them in being their best selves in spite of their reality and don’t make a health condition into a source of shame and feeling less than.
#3 Keep them accountable, of course. Shared agreement on goals, documented, can save a lot of headache. Also prevents the feeling from employee perspective that the goal post was randomly shifted.
#4 There absolutely can be situations where the person and the job aren’t going to be a fit. And there are unfortunately some folks who have learned that they can use the excuse of illness as a free pass. But most cases aren’t that. Should you find yourself in the icky land of disciplinary action, your documentation trail relative to those shared goals/expectations is key here.
#5 Recognize this isn’t ideal for the employee either. Don’t underestimate the level of shame that can come with being sick and trying to hold down a job. If this person has a new diagnosis they could also be experiencing a hell of a lot of fear or grief about the delta between how they wanted life to go and how it’s actually going. Stirring up an environment of extra stress—where the employee feels they have a target on their back—does no one any good. And for some health conditions (eg some autoimmune disorders, migraine, and others) situations of high stress can contribute to condition flaring, which begets more performance issues, etc..
#6 work with your HR business partners for guidance specific to your situation.
Best of luck.
Great reply!
She needs to be on fmla
Take this HR…
Discuss that FMLA is a benefit and that to be fair to all, she needs to track and report it correctly, to you. The medical information is kept separate from her personnel file and not shared outside of HR. HR should communicate to you, when it is approved and track it. Keep track yourself and discuss any gaps as soon as they are noted. This will help to correct that anything anytime attitude. If the rest of the workforce is in the office, it’s a good opportunity to remind her that is the expectation.
I believe leaders should be inclusive. What one employee needs may be different from another. A human-centered approach will keep employees engaged. As a leader you set the tone. If everyone is treated the same regardless of circumstances, then you are missing the mark. Think equity over equality.
Maybe you didn’t get that support from leaders for your chronic condition and you pushed through. But should people have to? Today, DEI, well-being, work life balance are critical factors that candidates consider before joining an organization. When these things are absent or lacking they can lead to employees leaving an organization. A leader plays a major role in shaping the employee experience. If it is a negative one, they will leave even if they believe in the company’s values. The OP admits this person is the highest performer on her team, even with their health challenges. Why not offer accommodations, that federal law requires within reason? Why in the name of fairness should the perceived feelings ( no evidence of them complaining in this case) of the employees who aren’t performing as well, come at the expense of ensuring that a star employee feels valued and supported?
Definitely be accommodating but keep in mind others depend on her doing the work.
Your policies should dictate allowances for coming in late, WFH or PTO. FMLA or ADA are the protected options for conditions that may result in the employee having to deviate from those adherence to the organizational policies. If the employee is not abiding by the policies, have a discussion, reiterate, then move on to disciplinary if warranted. It's difficult to not be empathic to the situation but ultimately you need to ensure continue flow of business.