Firing someone...

In my view you ask a person to buck their ideas up, help them improve, mentor them and then if they are unwilling or don't get the results ask them to leave. You cannot afford to carry passengers in small business. It is your money going down the pan when they do not do what is being asked of them.
 
Richard_16v said:
I'd get rid, some people aren't natuarally cut out for hard work.
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And I'd say the majority of people who constantly talk about 'hard work' like they're a hard-working martyr of some kind have never even seen it. Perhaps the only 'hard work' they have seen is the perpetual boredom they endure whilst getting cheap thrills from working so 'hard' - all the time never having to risk anything, or to work at something where their self-esteem and ego is on the line, or got to a point where they weren't even sure they could physically continue something.

The only time you should work hard is for yourself, otherwise you should only work hard enough not to get fired.
 
Richard_16v said:
I'd get rid, some people aren't natuarally cut out for hard work.

As for having a word - if they are able to work harder then why should you have to threaten to sack them in order to see an improvement? If they have that attitude then you are better off without them.
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It's not always about working harder, that only applies if the employee definitely has the tools to do the job (which it's a manager's job to ensure). If they don't know what to do or how to do it, they can be the hardest working employee in the building and still fail to meet any of their targets.
 
If you decide to get rid of this person, I would make a point of explaining to the other 3 people why you did so. There is nothing worse for moral than seeing a colleague sacked for no apparent reason. They may not be aware of the persons under performance. It could make the others feel threatened, prompting them to look for other work.
 
cuppy tea said:
No employees left :(
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oh

unlucky mate, problem is figures - you see employers set such high targets, that employees cannot realistically achieve.

start up a new company, set low targets and the employees will always succeed

GORBACHEV
GORBACHEV
GORBACHEV
 
If it were me i'd give him/her a period of time to improve or lose the job. Discussed and negotiated with them, that is.

What is the job, if i may ask? :)
 
Sounds like you have a slacker. Talking to him ain't gonna do one bit of good.

Lose the dead weight, fire him and rehire somebody better. Should help keep the rest in line too.
 
You need to talk to the worker first about their productivity and if they feel they need more training.
You will then lay it on the line that if they don't improve you will have to let them go.
 
If this worker knows his daily/weekly targets and he is not meeting them then why are you not already discussing this with him??

Going straight for the sack option straight away is a bit extreme and team morale will suffer big time. (various depending on how well he gets on with the other staff)

Remember its a small team so its important everyone is singing from the same hymm sheet.

Do you have a big board up on the wall with each person's name plus target reached etc ??? Also do you give a bonus to those who go beyond the target level for that day/week?

Do you talk to your team? How many team meetings have you had?

I'm assuming its a sales-type job?
Are they selling stuff over the phone?
 
Don't write a letter or email, just ask them in for a casual chat and explain your concerns.
 
Tell the person who isn't working "You're not working to the required standard, you have this week and to the end of next week to show the required improvement or you will be let go".

That's exactly what you should say, and don't act all "I'm sorry" etc.etc. because nice guys finish at the bottom, and as a person I wouldn't feel happy knowing that my MD had no business sense, I'd rather he'd be a complete **$**** and give me job security and promotion prospects than touchy feely and a complete dipstick.

And just because it's Christmas makes no difference, if they wanted money they'd pull their finger out - Remember you're not a charity.

Of course, you have to treat your real assets (because that's what staff are) with understanding and award their excellent productivity and dedication, because after all, your extra 'push'/money wouldnt exist if it wasn't for them.
 
introduce targets, make them clear. then have a meeting with each individual member of staff and an overall meeting or something
 
Hi guys

Thanks very much for your very varied opinions! I didn't think I would get so many responses, very much appreciated reading all the different opinions.

I've had a chat (possibly not formally enough...it didn't seem to go in) with the wayward employee about what they need to do and offered suggestions and ways that I could help them to reach their targets...we'll see how it goes as we get into the new year, not many working days between now and then.

If things don't work out and I have to ask them to leave I will do so knowing that I've given them the opportunity to reach their targets and have been fair with them.


Thanks again for your replies! :)
 
Sounds fair. You talk about being 'formal' but remember, there is no point in attempting to control your employee - regardless of how you behave they will still do what they want. You can however, draw their attention to what is happening and encourage them to do what you want.
 
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