- Structure the work assignments so the person can do the least amount of damage;
- Load up the individual with plenty of busy work;
- Reduce the person's responsibilities;
- Isolate the employee so there is little contact with the rest of the team;
- Give the person additional training in the hope that there will be a change in performance;
- Seek individual coaching on the specific performance areas;
- Lower performance standards;
- Pretend to see improvement;
- Deny that a problem exists;
- Try to talk some other department into taking the employee; or
- Continue to document the performance problems and hope that a stronger case can be made for removal.
Monday, November 07, 2011
Problem Employees: Responses to Inaction
When management, for whatever reason, will not get rid of a problem employee, what will supervisors do? They may:
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3 comments:
(1) Document. Document. Document. And be sure the individual's signature or initials is on every one.
(2) Repeat #1 with witnesses and their signatures.
(3) Repeat #1 and #2 until the next level of management responds.
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Don't make the mistake of going over anyone's head unless something illegal is going on.
Don't point fingers, make excuses or blame anyone. Own the role of a responsible supervisor even if it isn't your doing.
And unless you have an exceptionally good HR department. by all means don't get them involved unless policy makes that move unavoidable.
JMHO
John,
The Church of Documentation has many followers.
Important rule: Don't document anything that you have not discussed with the employee.
Michael
I see this happen all the time! If everyone is aware that the problem with getting rid of incompetent employees exists, shouldn't there be a legal way to solve this situation?
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