No one should ever be surprised to be fired unless your company has fallen victim to a pirate-worthy hostile takeover. Getting fired should never come out of the blue for any employee. Every employee who is terminated should know it’s coming and be ready to take responsibility when it happens. No surprises allowed.
- No Respect for Rules
Rules are not suggestions. If an employee has had ample time to correct problem issues but does not, they need to pursue other career opportunities.
- Low Productivity
Can’t get anything done because “someone” hasn’t completed their part of the project, again? If repeated corrections and progressive consequences haven’t worked, it’s time to find someone who can get the job done. If you have a specific employee who is constantly struggling compared to others or is frequently past their deadlines, it may be a sign that their production isn’t up to the job. Most companies allow for warnings and reminders in situations like this, but if time has dragged on without change, it may be time to let go.
- Too Much Involvement in Office Gossip
Some people thrive on office gossip, drama, and pot-stirring. These individuals can do some serious damage to your workplace if left unattended. They spread rumors. They love rumors, they are constantly badmouthing management, and they’re always finding some way to be a thorn of trouble. These people are simply toxic and will never change, no matter how many warnings you give them.
- Can’t Handle Change
Change is inevitable, especially at a fast-moving company. Employees need to be comfortable with change and eager to improve abilities. Employees need to keep their skills growing at pace with the industry. This can actually be tough when you have a hard-working employee who is responsible and fits the culture of your company. Unfortunately, if they can no longer perform at a high level because the pace is too fast for them, then, unfortunately, it’s time to move-on to someday who can.
- Don’t Want to Grow
If an employee isn’t willing to train or improve themselves to keep in line with others, they’re going to be left behind, which also means that they’ll be dragging you down. If they don’t want to fix their mistakes or work to improve issues that are stopping them from being useful, then let them go. Sometimes people do not have the skills needed to push your business ahead, which means they’re holding you back.
- Customers are Complaining
Did you know that 86 percent of customers will stop doing business with a company because of a bad customer service experience? Even more troubling is that a dissatisfied customer will tell between 9-15 people about their experience. In other words, you have to keep your customers happy. If you’re receiving complaints about an employee from customers because of sub-par customer service then you have to let them go. The same can be the side of vendors. Who would they want to do business with an organization that has rude or apathetic employees?
With uttermost care, manage the employee’s performance. Use your coaching skills to give them every opportunity to learn, grow and meet your expectations. But the warning signs are there, firing a counter-productive employee is definitely the right thing to do. A problem employee can be difficult to deal with, but the law is on your side.
If you’re worried about the fallout or you don’t yet have sufficient policies in place, consider hiring a human resources consultant or an employment attorney to draft a policy that protects your business. HR consulting companies like lazyHR can assist you not only in the legal aspect but also in finding the right person for the job. To know more about our end-to-end HR services contact us at firstname.lastname@example.org / (+91) 83292 95771