Be specific about what you saw that you have a problem with. Ask the employee for feedback.
Ask the employee if there's any special training or more resources they need to do their job. Explore if the job is configured so that must people would probably fail, and so the job needs to be redesigned. Tell them that you want the behavior to improve.
If they react strongly and claim they will quit, give them a day to think it over. In any case, remind them that you support them in their role.
Late Workers? No Problem
You can usually fire someone if they committed certain gross acts, such as theft, blatant insubordination, a major impropriety, e. However, if there is poor performance or chronic absenteeism because of potential verified alcoholism or depression, it's best to consult an expert to deal with this situation.
Make notes about the first meeting and its results, and keep it in a file for yourself. You might mention the situation to your board. This note may come in handy later on if the performance problem persists.
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The board will likely be a precious and objective asset to dealing with this situation, especially if things with the employee get worse. If the problem occurs again over the next two months, immediately issue them a written warning.
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Also, update the board. In the memo, clearly specify what you saw, mention the previous meeting and its date, say the behaviors have not improved, warn them that if this occurs again over some period e.
Meet with them to provide them the memo. If you are convinced that the employee is trying hard, but can't improve, consider placing him or her elsewhere in the organization. Attempt to have this meeting on other than on a Friday. Otherwise, employees are left to ruminate about the situation without ready access to you for at least three days. Things Needed Notebook Pen. Warning Never incorrectly date an entry to make it appear you made the entry on an earlier date.
Late Workers? No Problem
References 1 "Dealing with Problem Employees: About the Author Ann Johnson has been a freelance writer since Accessed 18 December How to Document a Problem Employee. Small Business - Chron. Depending on which text editor you're pasting into, you might have to add the italics to the site name. As mentioned, managers should always step in when staff members come to them with concerns or complaints about harassment, discrimination, violence or other serious workplace problems.
But if not, managers should feel no obligation to immediately help — and should use one of the following techniques to help employees figure out the answer on their own. Asking questions serves two purposes: Managers have risen to their level in their organization because, among other things, they know a lot — about their firm, about who does what, about company policies and about conflict resolution.
One of the most successful ways to get staffers to solve their own problems is actually quite simple. Supervisors can ask their staff to always bring at least two or three potential solutions every time they approach their manager for help. Doing so may help employees realize that they already know an appropriate answer and can take action on it without involving a higher authority. Be supportive and reward initiative. Instead, managers should be encouraging and supportive of employees who come to them, even if their suggested solutions are lacking.
5 Employee Problems and How to Solve Them
A Harvard University research team conducted a study at a hospital to determine what made employees more likely to report errors and offer solutions to those problems. Because managers were instructed to be proactive in responding to error reports and not chastise employees or get frustrated with them. Changing any workplace routine takes time.
Getting staffers to solve their own problems is no different. Doing so will enable their employees to become confident problem solvers, and potentially help pave the way for some of them to take on leadership roles at their organization.