Firing someone...

TheBigCheese

TheBigCheese

TheBigCheese

Soldato
Joined
6 Sep 2005
Posts
3,781
Hi guys

I've employed four people three weeks ago as my business has started expanding quite a bit and things are going quite well...except for one person.

It was explained to them in interview that they have to reach a certain productivity level each day otherwise I literally can't afford to employ them, the other people seem to have reached and surpassed it quite easily but this one person is struggling...on average only achieving 75% of what they should be.

I haven't spoken to them explicity about it yet but figures are taken at the end of each day to check how everyone is doing so they know they are behind. Trouble is they don't seem to be all that keen to do anything about it to fix it...they never ask for any help or advice as to how to improve...their telephone manner leaves something to be desired and I get the feeling they are treating the job more as a time filler / hobby than a serious profession.

I'm in a bit of a pickle about it and not sure what to do...my ruthless managerial part of my brain is saying 'fire them' they can't do the job. Then I think that perhaps they need further training (though it's pretty basic what they do)...or more of a chance...or maybe they haven't settled in...then I think that it's Christmas coming up and I can't fire them before that.

I know you have to give someone a weeks notice if you are firing them after having employed them for a month so that is playing on my mind as well...I don't want to have to tell them they aren't good enough and then have them round the workplace for a week...similarly I don't want to tell them not to come in and have to pay them a week for doing nothing...

Any suggestions or advice (especially from people who have to hire / fire on a regular basis)?

Many thanks.
 
Do you have to give them a weeks notice? I thought if they'd worked for you for less than 6 (maybe 12, actually) months, you could get rid of them at will? A guy who worked at our place had been there 8 months or so, was caught stealing from another job, so they got rid of him on the spot.
 
if 3 ut of 4 people can do it fire them and get another, will keep the others on their toes, or you could act upset about it (upset that you had to fire him) and make sure they know it was because you can't afford staff who don't work. depends on how you want to motivate them.
 
el_dazza said:
Do you have to give them a weeks notice? I thought if they'd worked for you for less than 6 (maybe 12, actually) months, you could get rid of them at will? A guy who worked at our place had been there 8 months or so, was caught stealing from another job, so they got rid of him on the spot.
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Yes, in that instance they can do that as it's classed as 'gross misconduct'...this is a different situation, they are just a bit hopeless and it's costing me rather dearly at the moment.
 
Write him a official letter saying that if he does not increase his productivity, you will consider firing him. If that doesn't work, simply fire him.
 
Did you give them a probation period? You can tell them not to come to work if it's still within that.

Otherwise, what does it say in the employee contract you got them to sign regarding punishment, etc.
 
You need to let the person know that you are unhappy with the performance they are giving you.
Do it away from the others, so they dont see it. Inform them that you wish to see an improvment, and that you are giving them a second chance.
Give a timescale to see a marked improvement, but also let them know that it is a rolling target and the performance must be maintained.

You will be able to tell by the person response if they really want to improve, or if they cant be bothered :)
 
it's 13 days till the new year. i'd take them aside and have a private chat with them, see if they're having problems with the job or the people around them, remind them gently that they do have targets to meet. give them till 2 weeks on friday and if they're still not working out i'd let them go
 
Malt_Vinegar said:
You need to let the person know that you are unhappy with the performance they are giving you.
Do it away from the others, so they dont see it. Inform them that you wish to see an improvment, and that you are giving them a second chance.
Give a timescale to see a marked improvement, but also let them know that it is a rolling target and the performance must be maintained.

You will be able to tell by the person response if they really want to improve, or if they cant be bothered :)
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Just what i was about to post..

Surely you should take the person to oneside and let them know there is a problem first?..
 
Yeah if it were me (which it wouldn't be - I'd reach that target!) I would rather have you speak to me about it quietly first as it could be that I just need a kick up the ****, and a quiet "You're not reaching your targets..." might be enough to do that.
 
TheBigCheese said:
Hi guys

I've employed four people three weeks ago as my business has started expanding quite a bit and things are going quite well...except for one person.

It was explained to them in interview that they have to reach a certain productivity level each day otherwise I literally can't afford to employ them, the other people seem to have reached and surpassed it quite easily but this one person is struggling...on average only achieving 75% of what they should be.

I haven't spoken to them explicity about it yet but figures are taken at the end of each day to check how everyone is doing so they know they are behind. Trouble is they don't seem to be all that keen to do anything about it to fix it...they never ask for any help or advice as to how to improve...their telephone manner leaves something to be desired and I get the feeling they are treating the job more as a time filler / hobby than a serious profession.

I'm in a bit of a pickle about it and not sure what to do...my ruthless managerial part of my brain is saying 'fire them' they can't do the job. Then I think that perhaps they need further training (though it's pretty basic what they do)...or more of a chance...or maybe they haven't settled in...then I think that it's Christmas coming up and I can't fire them before that.

I know you have to give someone a weeks notice if you are firing them after having employed them for a month so that is playing on my mind as well...I don't want to have to tell them they aren't good enough and then have them round the workplace for a week...similarly I don't want to tell them not to come in and have to pay them a week for doing nothing...

Any suggestions or advice (especially from people who have to hire / fire on a regular basis)?

Many thanks.
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its not showfriends, its showbusiness

and this is your living we are talking about.

cut the driftwood, and move on, your just wasting your own time, and his

;)
 
our asking whether its worth kepng useless staff? No is the short answer, but if al they need is a little training then chat to them and train them.

Take whoever it is that underperforming and give them a chat, see if they have anything on their mind and make sure they are confident in what they are doing.

When your saying staff make little to no effort to improve the company, of course they dont, they are there to make money, not to advise the big bosses, and as long as they do their job without compaint and get paid, thats enough for most people.
 
Malt_Vinegar said:
You need to let the person know that you are unhappy with the performance they are giving you.
Do it away from the others, so they dont see it. Inform them that you wish to see an improvment, and that you are giving them a second chance.
Give a timescale to see a marked improvement, but also let them know that it is a rolling target and the performance must be maintained.

You will be able to tell by the person response if they really want to improve, or if they cant be bothered :)
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Seconded. I also suggest asking them if there is anything in particular bothering them. There may be some specific issue that can be rectified, maybe something you can help them with, and you will come across as someone who cares. If it works, you end up with an employee who thinks you are a really good boss, and that's good for business. If it doesn't, you can sack them afterwards and you'll know you were considerate, which means you will feel better about it.
 
Even if the chat doesn't work, stick to the contract - don't try to dismiss him without pay\notice. You'll get sued if he knows his rights.
 
You might earn some mutual respect between the pair of you if you have a quiet chat with him and discuss that he needs to improve. It may be good in the long run to risk giving him a second chance. Although if he takes the **** for more than 2 weeks as suggested above fire his ass.
 
Fire him, you owe him nothing at this point (apart from the basic pay), loyalty to someone that new hasn't been fostered, hes not up to the job, get rid of him. Your not a charity case.
 
willd58 said:
Fire him, you owe him nothing at this point (apart from the basic pay), loyalty to someone that new hasn't been fostered, hes not up to the job, get rid of him. Your not a charity case.
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Truth. TBC, you mentioned several area's that you're not happy with, so the employee simply isn't reaching the required standard. He's still in his probationary period, so just cut your losses and fire him.
 
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