Post # 1
I am feeling absolutely sick to my stomach right now… I am a new manager and have a small team to look after. Our newest hire is just not working out. She is part time and is honestly so slow in finishing everything. I have been patient, tried working with her on her timelines, tried talking to her on how we can work on this together but still, she takes 4 times as long to do something as it should take. And I know, because I am the one picking up the rest of her workload.
Its not a taxing job at all, I have had others do that job with no issues, but its just beyond her. Today someone gave her a job that takes 10 minutes to do and she then called me up to tell me that it is not in her job description when it is! And even if it wasn’t, so what? “Other duties” is. She emailed me, the HR manager and complained about it for a good half hour…
So I spoke with the HR manager and when she is next in I have to ‘have a chat’ with her about her bad performance so far and n the end we may have to let her go. I HATE having to do this to someone, she’s a nice lady but just not up to the job.
Has anyone ever done this before? Any tips??
Post # 3
I just had to fire someone for the first time in my life and it was not fun. But this girl was really negative with a bad attitude. Also, like your problem child, she was not good at the job.
Based on what you’ve written,she is not going to work out, so don’t prolong the situation. Call her in, tell her you’ve noticed that she’s not happy and having a hard time. And then tell her it’s best for all concerned that she leaves.
You don’t have to defend your descion-things just sometimes don’t work out. No blame. You tried, she tried and it’s not a good fit. Tell her you will mail her check and that’s that.
I made a point of staying really calm, which was hard for me because my bad employee started arguing with me. But I told her there was nothing to discuss and refused to be drawn in. Not easy, I know!
Stay strong and keep your resolve. Good luck:)
Post # 4
Thanks so much for that! Unfortunately in Aus you cannot just get rid of someone so this is going to be a long process with lots of written warnings and letters and its still easy to get sued at the end of it. Bah!
Post # 5
Hi. I’m sorry you are going to have to go through the hoops to work this person out of your team. I’ve found that with some folks you need to be very direct. As in “do you understand you have received all necessary training yet are not meeting expectations? Do you understand that associates who do not meet expectations are put on a performance plan as a final effort before employment is terminated? I’m afraid due to your performance that is the road we are headed down.”
It sucks but I promise it gets easier down the road. Additionally if you are very blunt with the associate you’ll never feel guilty that you didn’t give the associate every opportunity to turn it around.
Post # 6
I had to fire one of my web developers, it was hard and honestly I get how awful and hard this is cause it took me 6 months of complaints from clients to do it, I tried working it out but it just wasn’t happening. I’m very non-confrontational and it was hard, but once it’s over you feel so much better!
Post # 7
I think you need to give 3 written warnings here, correct?
You never know, maybe she’s just not trying her best. I’d have a talk with her and say ‘I’m going to have to give you a written warning for…….’ That might be all it takes to get her to lift her game. Make sure the written warning is for a good reason though, and explain that if things don’t change you’ll need to give her another one. I got a verbal warning once for something out of my control and I couldn’t take it seriously because I couldn’t change it. You know when you go to kfc and change your order? That’s called a deletion and I got in trouble for too many of those. Anyway, make sure the warning is for something she can change, that way she’ll know it’s serious and she needs to improve. Good luck.
Post # 8
O dear, I’m sort of in the same process, but we are a little further down the line with the warnings and documentation. It’s terrible! My advice to you is to just DOCUMENT, DOCUMENT, DOCUMENT. If you have a conversation with her about getting something done in a certain amount of time, then follow up with an email saying “Per our conversation…” and ask her to confirm in writing. It’s very awkward, but it’s helping me get through it, and it means that if and when we do have to let this person go, it won’t come as a surprise. In our most recent warning conversation, we let this person know that “if we don’t see immediate and sustained improvement in doing xxx, further action, up to and including termination, will have to be taken.”
Ultimately, it won’t make it easier per se, but it will give you a process for it. Good luck!
Post # 9
Thanks everyone – have taken on board all your advice. I definately have to keep documenting things and I now have a special folder for emails and correspondance with her. I will also make sure to follow it up constantly.
Yep – 3 written warnings! Ill make sure the conversation I have with her tomorrow is very clear that the next step is a written warning and that I expect to see changes in the area she can change.
Post # 10
Oh wow, you can’t write her tomorrow?
Post # 11
Just do the Donald Trump hand motion: