Mr Pankhuri is right, give the employee the second chance, before take a final decision, try to get a 360 feedback from HR side, normally when the boss&subordinate is not good, the boss intents to provide a wrong presentation
Discuss with the employee, put him/her on observation, if possible change him/her to different line manager/superivisor , observe their performance, as well the HR should have good observation during the same period
IT will create good HR practice as well the confidence among other associates about the company
Provide atleast a month time and fire, it is not only about a employee career but also the confidence it is going to create among rest of the employees
Regards
R Sudhakar
Quote:
Originally Posted by tpankhuri  Hi Vineet
To fire a non productive employee it is not the correct way to ask him / her to leave in one day. He/She can counter you back that he had got no feedbacks for his non performance.
Please follow these steps and then fire:-
1) Issue a warning letter to an employee stating his / her non performance. Along with the relevant data supporting ur statement.
2) Put the employee on Performance improvement plan for 15 days.
3) Give definite targets to be achieved in those days.
4) Get a clause in Performance improvement plan that failing to achieve the targets can lead to disciplinary actions or even to termination.
5) Employee >= Target - Give him second chance in your company as he/she is genuinely trying to work
6) Employee < Target - Ask him/her to leave the organization. |
Askyour probationer somethings whihc he cannot do or did then when you get oppournity then only you can fire him but you have to give a written notice of the same as the principle of natural Justice reuirement.