I work in a small IT company with 12 employees. As I handle HR, we are currently facing a situation. One of the employees we hired 2 months ago, who is still in probation, is consistently late to work, does not inform us when taking leave, and requires multiple follow-up calls to ensure they are coming to the office. Despite our efforts to explain the critical nature of projects, deadlines, and the reasons for hiring him, he seems disinterested. How should we address this situation? Additionally, please advise on the best approach to terminate this employee as his performance does not meet our expectations based on his experience. During the interview, we mentioned evaluating his performance for 3 months, but it feels like we are providing extensive training for every task now.
From Singapore, Singapore
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From Singapore, Singapore
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Dear member,
Have you issued an appointment letter to the employee? If yes, then what are the terms of separation?
As far as underperformance is concerned, have you issued a warning letter on what count there was underperformance?
As far as unauthorized absence from duties is concerned, have you issued him a warning letter not to be absent unless his leave is approved by the reporting manager?
If the warning letter(s) are not issued, then issue him a show-cause notice. In the show-cause notice, write clearly that if the justification for the misconduct is not satisfactory, then your company reserves the right to initiate disciplinary action against him.
If the explanation is not satisfactory or if the explanation itself is not received, then you may terminate the services of the employee.
Thanks,
Dinesh Divekar
From India, Bangalore
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8036Have you issued an appointment letter to the employee? If yes, then what are the terms of separation?
As far as underperformance is concerned, have you issued a warning letter on what count there was underperformance?
As far as unauthorized absence from duties is concerned, have you issued him a warning letter not to be absent unless his leave is approved by the reporting manager?
If the warning letter(s) are not issued, then issue him a show-cause notice. In the show-cause notice, write clearly that if the justification for the misconduct is not satisfactory, then your company reserves the right to initiate disciplinary action against him.
If the explanation is not satisfactory or if the explanation itself is not received, then you may terminate the services of the employee.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Mr. Dinesh Divekar,
Thank you for your reply. We have not issued any of the warnings in writing. All the while, we were trying to reach him over the phone and convey the message. We would proceed with the show-cause notice as advised. Thank you!
From Singapore, Singapore
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Thank you for your reply. We have not issued any of the warnings in writing. All the while, we were trying to reach him over the phone and convey the message. We would proceed with the show-cause notice as advised. Thank you!
From Singapore, Singapore
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Dear member,
When issuing a show-cause notice, please do not send it via email but rather as a hard copy through Speed Post. Attach the receipt and obtain an acknowledgment from the post office for the duplicate copy of the show cause notice. It is important to maintain proof of your correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
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When issuing a show-cause notice, please do not send it via email but rather as a hard copy through Speed Post. Attach the receipt and obtain an acknowledgment from the post office for the duplicate copy of the show cause notice. It is important to maintain proof of your correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee Performance with attendance.xls
Employee Performance.pdf