The majority of employees are respectful, hardworking and enjoy their career, but in some cases, an employee can become out of control and can no longer be managed. One of the hardest jobs as a manager is to try and help staff that don’t wish to take on the advice, it leads to stern words and warnings which usually upset the employee more. Some employees take on your feedback when they aren’t working to the right standard and make changes, as for the others who don’t adapt here are the five signs the indicate in time to let someone go from the company.
Worsening Behaviour
After approaching an employee about their work quality or work etiquette they can become disheartened and their behaviour can get worst, it is always advised to monitor their reaction to the conversation over the next few weeks to see if the poor behaviour is persistent. As most will take the initiative to improve their work life, but some will show a clear indication of their disinterest and let their ego take control of their work relationship. With poor behaviour comes poor quality work and can affect other staff members work rate, having a bad attitude to work will only lead to the employee pushing the boundaries in other areas of their day so at this point if it’s been occurring for too long it might be the time to terminate their position with the company.
Productivity
An employee doesn’t have to have a bad attitude to produce a low standard of work, there can be a lot going on in an employee’s life so confronting them about their work quality is very important. Identifying the reason for the low standard of work is vital to help them improve it, it may not occur straight away but if they're showing the fight to improve it will progressively get better. In other cases, where work hasn’t improved and the employee clearly doesn’t have an interest in working for the company its will lower productivity with the other staff, other employee’s will likely have to pick up the slack from the employee in question which will most likely annoy the other staff. It only takes one member of staff to affect the rest when it comes to work rate, so after you have offered feedback on numerous occasions it might be time to let them go so they can pursue a career in something they enjoy and want to be great at.
Office Morale
Behaviour and productivity of one employee can have a knock-on effect to most of a manager’s staff and it's never beneficial, the employee in question may begin to slander the company or manager can twist the story to create worry in the workplace. A focus on the atmosphere in work should occur to make sure that other employees aren’t being too impacted by any gossip or distractions, it will also help to see in the unproductive employee in on the right path to redeeming themselves. Issuing a document discussion about workplace behaviour should happen to try to control the employee and their ways of handling performance issue, mentioning the effects of their negativity on other staff will give them the option to become more beneficial in work and if it doesn’t then it’s time to end their employment.
Complaints
One of the easiest ways to highlight the employees work etiquette is to engage any complaints received against them and the frequency that they are occurring, complaints can be minor comments or big allegations and they can come from other staff and clients. The most important issue when handling a complaint is to make sure the information is correct and then protect the people affected by the employee that is accused. Depending on the severity of the complaint, disciplinary action should take place to help the staff member understand what they have done and its impacts on other people. You need to ensure hear that you have all the facts available and don’t make accusations in the first instance. If an employee isn’t favoured, you may run the risk of claims of discrimination in the workplace. If the issue isn’t resolved and complaints continue it's obvious what a manager needs to do to keep the majority happy and comfortable at work.
Final Warning
It’s been repeated a few times in this article but an employee always deserves a second chance, commonly in most businesses they will receive several chances dependant on the issue at hand. An employer builds rapport with all their staff to help lower the divide in the working relationship, it helps a business become friendly and a happy place to work. The business needs are the most important aspect of a company. These needs usually revolve around what the employee needs are and if a staff member not taking on feedback to improve or they disrupting the business, they need to be released from employment for everyone’s benefit including their own.
At times, the firing process may not always go as smoothly as possible. Disgruntled employees are company, especially if they're oblivious to their own actions. In this scenario it highlights the importance of running the correct proceedings, working with your HR department to ensure the correct steps are followed. In the case where dismissals get escalated and the leaving part seek dispute resolution solicitors to file for unfair dismissal, it is at this point you can refer to the exact procedures you've file. This keeps you covered at all times. Obviously this isn't something you want to do, but if an employee is effecting your business for the worst, it is a necessary step.