Disciplining or Dismissing an Employee
Read more articles on Let Me Share With You and General Management.June 29, 2007
Posted by Karen Amato Schwartz
June 29, 2007
Posted by Karen Amato Schwartz
266 Views
Large companies usually have guidelines already in place regarding employee performance. However, small business owners may wonder what steps to take with employees who are not performing in a satisfactory manner.
It’s important to document every official conversation with an employee, starting with the hiring interview. Whether employee guidelines are provided verbally or in written form, it should be noted that the rules were reviewed and the employee’s questions were answered. Most businesses request that a new employee sign documents that pertain to privacy issues and customer records. It’s also a good idea to have company standards written and provided to employees for them to keep. (For example, is the employee allowed a certain number of paid sick days? What time off may be taken for a death in the family, and how much, if any, will be paid? Will they be considered late after 5 minutes or 15 minutes?) With this information in black and white, employees will be assured of the objectivity in standards. Also, it is wise to put job objectives in writing to define exactly what constitutes achievement. Some examples may be customer feedback, number of sales, or increased billing.
Even if a business is small and informal, it’s advisable to have regular reviews with employees concerning performance. An employee often improves results once they are made aware that they have not been meeting goals. But if the employee still fails to do so, an employer can issue a written warning that states specifically what must be corrected. It should also state what will occur if improvement is not made. How long the employee may be on a warning is a decision made by either the immediate supervisor or by a management team. A period of three to six months is not uncommon. If there is a supervisor with whom the employee works, he or she must be involved in this process to assist the employee if training or personal help is needed.
This warns the employee that their failure to improve could result in a suspension or dismissal. Some businesses suspend for 1 day, and if employee performance does not improve, the company suspends again for a week. After that, the employee may be placed on a dismissal warning.
Once an employee has been given a written warning, if they fail to improve results by the specified time (or if they incur another absence, tardy or complaint), disciplinary action is necessary. Conversation should be succinct and without emotion. If the employee will be suspended, they need to know when they are due to return to work. Upon their return, there needs to be immediate discussion as to what will occur should performance problems continue. Quite often, when employees return to work from suspension, companies place them on another, more severe, warning.
After the employee is told that he or she is being suspended or dismissed, they must return company keys, ID, or items of a proprietary nature. He or she should be observed emptying their desk or locker so that no company items are removed, and then escorted from the premises. Detailed documentation should be placed in the employee’s file and any pertinent company passwords or computer logins should be changed as soon as possible.
When management has explained company standards, provided training and support, and warned the employee when goals are not met, their requirements have been met. If an employee fails to meet his or her own requirements, the only recourse is disciplinary action.
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