Struggling Employee Wants to Quit: Should We Let Him Go or Offer More Support?

Hello friends, One of the employees who joined 6 months ago is experienced. We have addressed a performance issue with him multiple times in review meetings, yet he is still not meeting expectations. Now, he has approached me and expressed that he doesn't want to continue because he is unable to meet the company's expectations. Do we need to let him go even though he has already completed his training? Kindly suggest how to proceed further. Thanks in advance.

Hi, it is the employer's call whether to relieve or to wait and see for some more time.

Interview Process and Performance Issues

Being an experienced employee, he should have passed through the interview process, including any written tests. If a performance issue is present, why was it not identified during the interview?

Importance of a Stringent Selection Process

If the interview and selection process are stringent, then these sorts of issues can be avoided.

Decision on Employee Separation

Now that the employee is volunteering for separation, it is better to close the file if you feel there is no point in pushing him further for performance.

Hi @Lakshmi Narayanan. Thank you. If we hired him for a critical role, then the same thing will be applicable.

Hi, it is up to the discretion of the employer. Just find out where he is lacking and whether training can be imparted to the employee. Set a timeline. Evaluate the progress. In spite of training provided, if the employee is not able to grasp things, then opt for the separation process.

As the situation has reached this point, I feel there is no benefit in retaining or retrying with the employee; allow him to leave gracefully. When a person is incompetent to handle the duties assigned, despite being given opportunities to improve, perhaps the only commendable course of action is to call it quits. It appears the employee has handed in their resignation, or else persuade him to do so and accept the resignation.

We are ready to give him enough time to learn, and we have offered him a chance to work in the area he is comfortable with. Still, he is not ready to take it up. He is not explaining where the lack is. What help is he expecting from management?