hidden camera for our office?
This week, we heard the most absurd story of lives. Because we have a home office, our staff, Gim shares office with our business associate. As we are not those employers who check out staff, we have left much to her initiative and hubby will meet with Gim and another part-time staff once a week to keep updated with work progress.
To our amazement, we received a phone call last week from our business associate who sounded a little uncomfortable on the phone. She had endured long enough to keep some things to herself about Gim’s unprofessional behaviour in the last two months. We found out that Gim was rude on the phone with gatekeepers and had caused problems to the building management. We were embarassed to hear that.
Then the worse thing happened. Hubby found out that Gim had failed to fill in the clients’ contact forms the way she was instructed to. Few days ago, hubby requested for the forms and was furious when he found missing data from Gim’s records. When confronted, Gim insisted that data was supposed to be there but the computer records didn’t show. Then, she told the other colleagues sharing the same office that the office was haunted and that was why her data went missing.
I was almost at the brink of installing a hidden camera in the office. I couldn’t stand those lies and excuses she had been giving. With that 2 short months, she had visited the doctor 3 times for small ailments who she wouldn’t elaborate, going home early without informing anyone, and not being productive. We weren’t that sort who spied on staff but when I saw this cute teddy bear, I thought that was clever!Who would have thought a teddy bear would be a hidden camera? Actually this teddy bear nanny cam seemed a fantastic way to watch if your nanny or babysitter is treating your child rightly.
Well, this incident was annoying especially when we were scrunching on numbers to break even. What did you think we should do to Gim?
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Other than the doctor aspect (sorry, completely disagree with you on that point – her medical issues are not your business TBH), it sounds like she needs a stiff verbal warning, combined with warning of a re-assessment in two weeks.
If she has not improved in two weeks, give her one written warning, tell her she has one week to get on top of matters… then if she still hasn’t improved, give her notice (however many weeks are stipulated in her contract).
Try to make sure she does not have any legal recourse – ask her if she needs re-training or if she is happy working there etc. etc.
Thanks for the advice, Chris. She’ll be leaving us at the end of this month. I suppose she isn’t right for the job.
July 14th, 2007 at 10:02 pm