Hi, a person joined two months ago and is currently on a probationary period. His boss says we need to terminate him due to poor performance. We have spoken to the employee several times, but he is not communicating. Please advise on how to discharge him from the organization due to poor performance.
Probationary Period:
You will be on probation for a period of six months from the date of your joining service, i.e., October 24, 2021, which may be extended at the company's discretion. At the end of the probationary period, if your services have been found satisfactory, your appointment will be confirmed in writing. During the probation period, you will be required to give one month's notice or pay in lieu thereof at the time of your resignation.
From India
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Probationary Period:
You will be on probation for a period of six months from the date of your joining service, i.e., October 24, 2021, which may be extended at the company's discretion. At the end of the probationary period, if your services have been found satisfactory, your appointment will be confirmed in writing. During the probation period, you will be required to give one month's notice or pay in lieu thereof at the time of your resignation.
From India
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Dear member,
You mention that you have issued warnings to the underperforming probationer. Do you have a written record of these warnings, or were they verbal?
Regardless, invite the employee to the office and communicate that despite previous warnings, there hasn't been sufficient improvement in performance. Due to the substandard quality of work, request the employee to submit a resignation letter citing "personal reasons."
The approach I suggest is a standard practice widely adopted. It is advisable to proceed with the separation process upon receiving the resignation letter, in accordance with the separation clause.
Additionally, if an employee's unsuitability becomes apparent within just two months of recruitment, it reflects inadequacies in the recruitment process. The responsibility for the underperformance lies not only with the employee but also with those involved in the recruitment.
Thank you,
Dinesh Divekar
From India, Bangalore
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8072You mention that you have issued warnings to the underperforming probationer. Do you have a written record of these warnings, or were they verbal?
Regardless, invite the employee to the office and communicate that despite previous warnings, there hasn't been sufficient improvement in performance. Due to the substandard quality of work, request the employee to submit a resignation letter citing "personal reasons."
The approach I suggest is a standard practice widely adopted. It is advisable to proceed with the separation process upon receiving the resignation letter, in accordance with the separation clause.
Additionally, if an employee's unsuitability becomes apparent within just two months of recruitment, it reflects inadequacies in the recruitment process. The responsibility for the underperformance lies not only with the employee but also with those involved in the recruitment.
Thank you,
Dinesh Divekar
From India, Bangalore
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