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“You are FIRED mister”. Youwish you could say that to the “problem employee” burning you out. But you just won’t! Because, mannn… he’s talented! And talent doesn’t grow on trees. So what do you do if you have a “talented” employee who neglects deadlines, comes late to work, throws tantrums or explodes when others disagree with him? You deal with him like you deal with problem children. Here’s how. The language needs to be professional and polite, not personal. You hired the employee to get certain tasks done, not to make him a friend. Use more “I”s than “You”s. For instance, rather than saying, “You are always late”, say, “I see that you have been late consistently and our first-hour meetings have consequently suffered”. Factually state all offensive behaviors and list out the things that need to be done differently. This bit is most uncomfortable for managers but is vital. If you do it right, the employee will act less defensively and more responsibly. The key is not to simply admonish the employee for his behavior but to explain him the negative impact of his act and what specifically can he do to stop further damage. So, if these steps don’t work out, you know what to do! Simply pull the trigger. FIRE!
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Got A Problem Employee? 3 Troubleshoots To Use Before You Pull the Trigger! Accuprosys.com
“You are FIRED mister”. Accuprosys.com
You wish you could say that to the “problem employee” burning you out. But you just won’t! Because, mannn… HE’S TALENTED! Accuprosys.com
And talent doesn’t grow on trees. Accuprosys.com
So what do you do if you have a “talented” employee who neglects deadlines, comes late to work, throws tantrums or explodes when others disagree with him? Accuprosys.com
You deal with him like you deal with problem children. Here’s how. Accuprosys.com
Most managers tend to ignore poor performance of problem employees without directly dealing with the problem. Difficult employees act out in unfavorable ways simply because they find such behavior effective (for instance, exploding when others disagree so they stop disagreeing)… Or because no one ever admonished them in the past and they got away with anything and everything they did. Accuprosys.com
Such employees create rifts in teams and harm organizational productivity as well as reputation. Accuprosys.com
They SHOULD BE FIRED. Yes! They should. Accuprosys.com
But before you pull the trigger, follow these three steps: Accuprosys.com
1. Step One: Homework First Accuprosys.com
First, do your homework. Collect information from as many sources (other employees, performance reports, et al.) as possible so you can convince the employee and yourself about the existence of the problem. Accuprosys.com
Organize the information and pen down your thoughts. Remember that your aim is to help the employee improve his performance and quit problem behavior. Accuprosys.com
Rather than just penning down the problems with the employee’s behavior, make sure you document the impact that the behavior is having on the business and on employee morale at the workplace. Accuprosys.com
2. Step Two: Get Down to Adult Talk Accuprosys.com
The next step is to sit down for a tête-à-tête with the employee. Remember that this talk needs to take place in discretion, it would rather turn out to be an embarrassment for you and the employee if you talk it out in public (like duh!). Accuprosys.com
The language needs to be professional and polite, not personal. • You hired the employee to get certain tasks done, not to make him a friend. • Use more “I”s than “You”s. • For instance, rather than saying, “You are always late”, say, “I see that you have been late consistently and our first-hour meetings have consequently suffered”. Accuprosys.com
Factually state all offensive behaviors and list out the things that need to be done differently. • This bit is most uncomfortable for managers but is vital. • If you do it right, the employee will act less defensively and more responsibly. Accuprosys.com
The key is not to simply admonish the employee for his behavior but to explain him the negative impact of his act and what specifically can he do to stop further damage. Accuprosys.com
3. Step Three: Wield the Power of the Pen (Or the Keyboard!) Accuprosys.com
Now that you are done with your homework and the adult talk is tackled, document the corrective actions you expect the employee to take. List out the actions in the form of milestones so the employee knows how and when to implement the corrective action plan. Accuprosys.com
Don’t forget to include a crisp note at the end of the document stating, “Failure to demonstrate immediate and sustained improvement may result in further disciplinary action up to and including dismissal”. Accuprosys.com
By documenting this, you give the employee two choices, to either follow or leave. If he follows, you’ll see his problem behaviors vanishing and productivity increasing. If he doesn’t, you can fire him. Accuprosys.com
In such a case, he cannot challenge your decision legally because you will now have documented defense in your favor.So, if these steps don’t work out, you know what to do! Simply pull the trigger. FIRE! Accuprosys.com
Centre for Innovation and EntrepreneurshipC-4, IIT-H Foundation, Gachibowli, Hyderabad9618402751, 9000600247 Reach us at:prabha@accuprosys.com simplify@accuprosys.comanuradha@accuprosys.comFor more details, please visit: www.accuprosys.com Accuprosys.com
