With the hard times facing our country, the last thing you want to think about is giving someone bad news. The decision to let someone go will no doubt have emotional and financial consequences.
Reasons for termination of employment are mixed throughout different areas of employment. The biggest cause for termination is usually a decline in work performance. Rules and regulations should be outlined and the employee should review this information from time to time to help safeguard the security of their position.
Dedication to your position and improving your skills will assure a more solid foundation within the organization. Be attentive and willing to learn. Asking for help shows perseverance to your superiors.
Attitude is everything. A poor attitude can cost a company thousands of dollars. Lack of enthusiasm drains the employee and those that surround him or her. A good business plan does not include someone with a negative attitude. Team unity is the ultimate goal.
If it is a consistent practice for an employee to not show up for work or to be tardy, then these are clear indications to an employer that this person has a resentful, unwilling thought process. Again, not a characteristic of an ideal employee.
As a person managing others, it's important to set reasonable expectations for those within your group. A company manual that outlines these expectations will be helpful to all concerned. Heading off the problem before it begins is a great start.
When faced with the difficulty of delivering the bad news, be sympathetic but professional. The discussion should be held in a quiet place, preferably without onlookers. Share with the employee the areas in which they lacked in an effort to help them understand the situation.
Although letting an employee go is not the most desirable responsibility for management, both parties can learn from this experience. Better training, more interaction with employees or simply changing your hiring criteria can make a huge difference for the company's future success. - 31387
Reasons for termination of employment are mixed throughout different areas of employment. The biggest cause for termination is usually a decline in work performance. Rules and regulations should be outlined and the employee should review this information from time to time to help safeguard the security of their position.
Dedication to your position and improving your skills will assure a more solid foundation within the organization. Be attentive and willing to learn. Asking for help shows perseverance to your superiors.
Attitude is everything. A poor attitude can cost a company thousands of dollars. Lack of enthusiasm drains the employee and those that surround him or her. A good business plan does not include someone with a negative attitude. Team unity is the ultimate goal.
If it is a consistent practice for an employee to not show up for work or to be tardy, then these are clear indications to an employer that this person has a resentful, unwilling thought process. Again, not a characteristic of an ideal employee.
As a person managing others, it's important to set reasonable expectations for those within your group. A company manual that outlines these expectations will be helpful to all concerned. Heading off the problem before it begins is a great start.
When faced with the difficulty of delivering the bad news, be sympathetic but professional. The discussion should be held in a quiet place, preferably without onlookers. Share with the employee the areas in which they lacked in an effort to help them understand the situation.
Although letting an employee go is not the most desirable responsibility for management, both parties can learn from this experience. Better training, more interaction with employees or simply changing your hiring criteria can make a huge difference for the company's future success. - 31387
