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Dear Expert,
My Director has informed me that he is not satisfied with the job performance of our AM-Marketing, this guy joined us 2 months back. Now my boss wants me to create an environment which will make easy for us to terminate this guy on nonperformance grounds. My boss was in meeting abroad and will be back today evening. Please advise how to handle this case. And this guy is a friend of mine as well. If you have any formats or suggestions on this. please reply urgently.
Confused HR
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IF the guy is your friend then tell him clearly that boss is not happy with his performance and very soon he will receive his letter, so as a good friend first advise your friend and give him some time to search another job and when he gets another job he can resign. So first inform your friend about it. And dont be in hurry and issue direct termination letters and other things. OK
Dear
To terminate your AM Mkt is very easy in this case when he is only on probation period.Just give him a termination letter stating that "Your performance is not upto the standard of our company and you could not staisfy management with your performance"
2nd option is to give him one month notice to search job and then after one month he will be automatically terminated. But if you want to go in the benifit of the company then ist option is better
Regards
Sagheer Ahmed
Niagara Mills Pvt Limited
Faisalabad, Pakistan

Adding to other's point... u can also put him in action plan for a week or two... this will help u maintaining a formal documentation... also the candidate will understand that the things are not in place... he'll start his mental preparation in terms of luking out for a job... i hope this helps u....
straight forwardly on grounds draft a letter for his non performance and not matching benchmarks. further pls allow him 1 month to search for job.
Hi,
Boss to expect a person to deliver within a two months time is not justified. One has to see as to where the things have gone wrong or is it a wrong placement and who should be blamed for that? I think before taking a call of termination you need to talk to the person and tell about the company's expectation from him.
Thanks
Sunil
Hi,
I feel this is highly unfair situation .Firstly 2 months is very less time for checking ones performance and again creating an environment to force someone to leave an organisation is so very unprofessional.Its always good to let the guy know his KRA's in advance give him a time frame putting across very clearly that if you are not bringing in business of this particular value then you will have to leave the organisation within next one month also the target should be realistically given considering the recession.Just discuss this out straight with you Boss also .The reason this will create some seriousness and also give the employee time to get his side clear for eg with his search for job.and will create trust in an environment conducive and professional with any dealings and will create an attitude of comfort in them towards the company.
Regards,
Kavita.U
Hello Team member for non performance you need to prove that his/her performance is not up the the expected level.
Hi,
As discuused above, I feel that two months is very less time to evalaute an employee.
Since you have mentioned that the employee is your friend, pls make it very clear to him that he needs to imporove on his shortcomings at any cost in order to stay in the company.
At the same time ask your director for some more time (a couple of months more) so that the emplyee can prove his worth.
After a stipulated time, if he still does not show any improvement, he can be terminated on one month's notice (to enable him to find a job) or one month's salary (so that he can meet his expenses for the time being, befor geting another job).
Regards----
Debashish Pal
There has to be a justifiable evidences that the peron has not met with the expected criteria set for him.

2 months is really a short span if we are talking about the freshers in terms of deliverance but when it comes to the experienced people hired by the organization it is but natural that the expectations would be high and instant results are seeked.

Here in the given situation the best thing as per me would be to issue a showcause notice mentioning the "Not meeting the criteria" and expectated targets to be met should be sent which should also include the reasonable time line and if not met as he is on probation company can terminate his services as per the rules and regulation defined in the policy or may be giving 10 days formal notice.

Discuss with the management and convience them to give an employee a fair chance and if even after that the perfromace level is not increased and the management is not satisfied you can ask an employee to leave.

Being an HR person you need to justify both the employee and the employer...So do yourr best and anlyse/workout the best for a win win situation.

All the best.

Regards,
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