The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
Employee Performance: Communicating Expectations Yields Results In setting the stage for productive employees, there a number of proactive steps that managers should take to help ensure that the employee can be successful in his/her job and in the event there are performance issues, that they can be resolved as quickly as possible in an objective and nonconfrontational manner.
The first thing to think about with any employee is setting performance standards at the outset of the relationship. Once these standards are established, a manager should make sure they are communicated to the employee in a way he/she can understand. These expectations will serve as the foundation for the employee’s productivity and provide the criteria against which the employee will be measured. They should be reaffirmed with the employee periodically.
When employee productivity is not up to par, the first thing to do is to reaffirm that the employee understand what is required of him/her. Often a manager will begin to have concerns about an employee’s poor performance when what is truly the problem is one of style. For example, does the employee wait until the last minute to complete assignments, making the manager anxious? If this work style is effective for the employee and the employee still produces the desired results, it is likely not a performance issue. If the problem is truly poor performance, the manager should again reaffirm that the employee is clear regarding the job expectations. Once that has been confirmed, the employee should understand how his performance is measured. What basis is the manager using to determine that the employee is not up to snuff? Does the employee understand this? What tools or resources does the employee need to do his/her job effectively? Are there problems with obtaining these resources which cold be affecting performance.
Many problems or concerns with employee performance can be alleviated much earlier by utilizing effective communications and reaffirming performance expectations.
About the author:
Diane M. Pfadenhauer, SPHR, Esq. is a Human Resources Lawyer specializing in employment law and human resources consulting for organizations engaged in major strategic events, workplace investigations/training and as an expert witness in employment practices. Find her at www.strategichrlawyer.com
Circulated by Article Emporium
Needing
to separate an employee from your company? This is how I terminate.
Do you obey the 5 commandments of customer comm...
Every time you interact with your customers or prospects, is a chance to enhance the image of your company, and thus be more profitable. In a world, where technology seems to be driving business process, it is vital that you start with the basics. This article describes the 5 core principles behind customer interaction.Whether you are a one person band, or a company with 5,000 employees, it is vital that everyone sings off the same hymn sheet. By this I mean that customers should experience the same positive proactive experience, regardless of whom or where within your company the interaction comes from. People may not buy everything on the internet, but recent statistics indicate that 70. . .
|