How To Terminate An Employee Inspite Of Giving Oral Warning

Hi All,
Can anyone tell me how to terminate an employee if he becomes a poor performer. His performance has already been subject to warnings & job rotation. Now, I may be required to handle this.
Is there any other alternative strategy to look upon finally, before terminating from service as he is the sole earning member of the family. But fairly speaking the feedback from teammembers with whomever he has worked says that he mess up things due to poor understanding.
Hope there could be relevant timely replies on this. As the Cite HR community response will help me in giving my opinion to top management.

Hi
It depends on the notice period you have given him.You cannot terminate any one without having it in writing it over a period of time .I mean to say you should have some solid documentations before doing this.
Hope it helped you.
Mahalakshmi

Dear Sumathi,
Call the Employee and speak to him personally and understand what he is lacking and why his performance is low. Please understand from his point of view before taking a decision.
And also, since he worked with other teams just find feedback from other teams where he fits. Because one thing we should accept, by seeing certain strengths only we recruited him. Keeping that in mind,identify the place where he fits.
Murali.

Hi Sumathi,
Since you don't want to terminate him, either counsel him on how he as to cope with others or give him some role where he can manage with little understanding.
If he still continues the same, you can terminate him as per the standing orders of your establishment.
Rgds,
Suresh Ramalingam

Thank U Mahalakshmi, Murali & Suresh for the timely response
Immediate Action:- In case of unacceptable performance or conduct is considered to be so serious that an employee should reasonably be expected to know that there is cause for immediate termination, required to terminate the employee agreement by paying the salary till date or salary including the notice period from the employer.
I found it in one of the article. So, I may be suggesting this to the management. Though our agreement states that the management should give 15 days prior notice to terminate the employment -- I feel its better to pay the salary including the notice period from the employer.
Now can anyone give me the format of notice to be issued w.r.t the termination of employment.

Well whya dont you try and speak to the employe and tell him his weakness ..and beeter you ask him resign whcih will solve lot many problem s..you may give him notice periiod salary tec ..but easy way out is to make him understnad that termination is something that management has already decided but if he takes the other course then he would ab albe to get jobs else where...as you said that he is sole member of the family ......
Anu :)

Friends,
Although I have an option of terminating employment, I as a person would like to retain the employee only on the ground that he is a sole earning member by giving fairly a last chance.
But my worry is how to take a stand in discussion with management on behalf of the employee.
As the management had given him a fair chance & failed now.
Last time he had been put to the new role when there was a vacancy in the related field-instead of taking an exernal resource, he was utilised on the sole discretion of management. But this time also due to inefficiency or incompetency & negligence in the performance of duties, the management may regrett.. & take the final step of termination.
cannot create any vacancy for him at this point of time as he has not proven his capability
Kindly suggest any strategy.............

Yes Anu,
I feel that it could be the last option to get the resignation letter from employee, but again he will be relieved immediately. Dont U think it will be a drawback for him to take up a job elsewhere as the reference check will be the barrier. How can he overcome this?
So, In order to avoid all this, I want to take a stand in the management. To be frank, my management is very humane in nature whereby they also understand the situation but are helpless as the clients are not happy with the messup work.

Well my advice would ba that if your org ahs already given him one chance and he has not faired well then it would be better that you dont take any stand ..other thing that you can do is to put that person in admin related jobs..
Anu

Dear Sumathi,

To defer disciplinary action on poor performance on the grounds that "he is sole earning member of family" does not go well with on your part. Company pays for performance of employee. As a HR Manager you should be just. Just towards employee and also your company. therefore, issue the employee notice to improve his/her performance. If there is no visible improvement, it can lead to cessation employer-employee agreement and employment can be terminated.

However, there are some different organisational issues involved too:

a) What are your recruitment standards for employing employees? Was any selection test conducted while recruiting him/her?

b) When was the employee communicated the measures of his/her performance?

c) Was he given any training to meet th performance criteria?

d) Does his performance hinders due to lack of infrastructure like tools, raw material etc?

Any way as of now you can issue him notice. In the notice you need to mention work output against the exact time frame, excess consumption of raw material etc.

Thanks,

Dinesh V Divekar

Soft Skill Trainer & HR Consultant

Bangalore ()