The first thing I
would do is approach the employee in a friendly manner, I would not begin by
coming off menacing nor would i promote a hostile
environment. The last thing I want to do is add injury to insult and be
inconsiderate of the other employees around. I would request to speak with them immediately in my office or the next most appropriate place. Once we have a little more
privacy to speak i would begin by explaining their performance within the company or lack of, then I would express my
concerns in terms of what will benefit the company with their future goals. The book "First Time manager" advises us to set a target for that employee to improve so they can achieve certain goals. "Your precise specifications serve a dual purpose, if the employee meets the goal you may be on the way to solving the problem and retain the employee, failing that you are ready to start the termination process."(Belker 2005) The first thing I would do is ask if everything in their personal life going okay. The reason being because it could be the main reason behind or a major contribution to why
they are not performing at a high level. I would be open and understanding
though I also would like to be direct and clear about what is considered
acceptable in the company. I would allow them some time to express how they
felt about any concerns or issues they have with the company or any of the practices that
go on inside the company that they don't approve of. For the employee to have worked for the company in the
past two years clearly they were doing something right to keep their position
yet up to this point, where they became too comfortable. The important thing for me to do is explain the goals of our
company and how every employee should have the same mind frame when it comes to
reaching the goals of the company. I would also show appreciation and gratitude for the
commitment and dedication the employee has presented with the past two years
and I would express how much we value them. I would recognize the sacrifices
they may have made and reaffirm that things generally happen in peoples
personal lives to where it affects their performance in the workplace, we
are only human as no one is perfect. With that said it would made clear that it
is more beneficial to them if they communicate that something is going on so
that we could make accommodations to where the employee won’t set themselves up
for failure. I would then transition into the feedback I have been getting from
customers and coworkers about the attitude and behaviors they have been
displaying. I would let them know this is a team effort to provide excellent
customer service and the team chemistry is greatly affected if one member can’t
get along with others it causes a hostile environment and that is unhealthy for
people who want to work in a stress free environment. I will then warm him that
the confrontational attitude is only going to make his situation worse and lead
him closer towards termination. I would let them know again that I really like
them and appreciate their commitment over time but if their actions don’t
change I will have no choice but to let them go. I would explain that I’d
rather have employees who show professionalism and integrity over employee’s
who are careless because like I said before it is a team effort and I want my
team to reach the championship as I see potential in us all to reach that high
level if we all participate with the same intensity. I would then state how its
best to just follow my advice because I don’t want to see them loose out on a
great opportunity and I don’t want to take their livelihood away but I will if
I have to.
References:
Belker, L. B., & Topchik, G. S. (2005). The First-time Manager. New York, N.Y.: AMACOM.
References:
Belker, L. B., & Topchik, G. S. (2005). The First-time Manager. New York, N.Y.: AMACOM.