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.
Team Building Skills: Up close with a work environment What can an employee do to contribute to the success of employers, co-workers and the workplace?
What can the employer do to help the employee become a better worker?
The importance of team building skills is critical in the success of every company. Like a sports team, you invest time with your teammates. You have a common goal that each member needs to contribute to the success, to win the game and be successful. Organizations are full of work associates with a similar vision. That is to accomplish the tasks, and responsibilities of the employer.
The following work traditions have helped employers enhance team building skills. You might consider the following:
Rewards-Bonuses, movie tickets, and non-monetary acts of appreciation are enticing motivators for employees. Verbal recognition, gift cards, and certificates are ways to reward employees for their contributions and reaffirm their value to the team. Do take into consideration that rewards must be done properly to ensure that it does not alienate other team members.
Luncheons-Co-workers have the opportunity to share with their colleague’s the details and success of their work. Too often, employees become self-absorbed in their work, failing to notice their work surroundings and the efforts of others. With company lunches, employees are able to broaden their understanding of what is taking place at work and develop empathy for their co-workers and provide support when needed.
Activities- Company dinners, a day at the amusement park, or community activities help to create outlets to relieve stress, get out of a rut, or a day-to-day routine. When employers treat their people as team members, it encourages team camaraderie, and by rewarding individual contributions to the team, employees will gain a clear understanding of a successful work environment and thus enhance their team building skills.
There are many other options that can successfully help your team. Pick a few ideas, try them out, and determine which ones are the best for your organization. Remember each organization and team is different. Not every option will work for your group.
About the author:
For more information on team building skills within your industry, visit http://www.cmoe.com/team-building-skills.htmor email info@cmoe.com
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Needing
to separate an employee from your company? This is how I terminate.
The Rise of Executive Background Checks -
With the recent corporate scandals of Enron and WorldCom, the popularity and necessity of executive background checks has greatly increased. In order to protect themselves from potential disasters later on, many companies are now requiring extensive investigation on prospective executives to verify their employment and educational history as well as information regarding any past wrongdoings. As with any other type of pre-employment background investigations, employers need to have the appropriate disclosures available. According to Federal law and the Fair Credit Reporting Act, applicants must sign and date specific disclosures regarding the various types of background checks employers d. . .
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