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.
How to retain good talent for your business? The employment market for IT related professions is finally back in full swing. After 4-5 years of outsourcing, downsizing and complete company shutdowns the employees in Information Technology finally have a choice again. Many IT employees were holding on to existing jobs to wait out the drought and the storm out there. Others were not so lucky and had to find a new job - either in the same field or in a different career path. In most cases an employee ended up with less money and a smaller benefits package. Employers had the choice and could push their requirements and options knowing that the employees had not much choice.
But now things are changing again and if an employer was using the low salary with no benefits approach for the last few years he better is prepared for the backfire. Employees read the same publications and the same statistics as the employers does. The IT employees know everything about outsourcing, right sourcing or best sourcing or whatever acronym employers came up with to disguise the fact that work can eventually be done for less by someone else. Employees also know when the market starts picking up again and an employer turning a blind eye to that fact can shoot himself in the foot this way.
So, what can employers do to retain talented people when the market picks up again? In some cases there is nothing they can do. If the employer added insult to injury (meaning: treating the employees like slaves during the market downturn) the employees will leave as soon as a better opportunity comes their way - especially if the opportunity is provided by a company that treats employees with respect and offers a fair salary. If the losing employer thinks they can fix the problem by now offering a little more money they are in for a surprise. If you kick a dog into the guts for 5 years he will still shy back even if you are mow offering a cookie. The money saved by offering no benefits and low salaries will now have to be spend on hiring a new employee for a higher market value (remember: the market picked up already) and the loss of productivity for a while until the new employee is properly trained cuts into the margins. It would have been cheaper and better to avoid low-balling right from the beginning.
Companies that value their employees usually have fewer problems retaining the talent. They even get new employees referred by existing ones which often proves to be a good choice when hiring new talent. Small treats during hard times can pay off easily. If an employer explains that overall money is tight due to market conditions, but then shows appreciation when the market picks up gains much more respect than somebody trying to squeeze employees to the last drop. Free pizza lunches every once in a while or a gift certificate for Best Buy or the movie theatre help in keeping morale high and people motivated during hard market conditions, too.
About the author:
Christoph Puetz is a successful entrepreneur and international book author. Websites of Christoph Puetz can be found at http://www.webhostingreport.netand http://www.vitaminsinstock.com
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Needing
to separate an employee from your company? This is how I terminate.
Effective Management – 4 Ways to Inspire loyal...
Copyright 2005 Flaming Life Coaching INC.Today as people become increasingly conscious of their worth, they are no longer willing to stay in a job that has become intolerable and impersonal to them.This means that in the corporate or business world, it no longer suffice to have a system in place and expect people to just comply by them.Without some form of human connections, things won't work out for long and the strength of commitment from your employees will simply disintegrate.Whether you're an executive, a business owner with employees or an organisation with a team of board members, you have a common ground. Your biggest asset is people and the number one key to ensuring that your bu. . .
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