When Should You Fire an Employee?

In October 16, 2019
On News

Firing employees is tough. So is making a decision about whether or not you should fire someone. But all business owners or HR managers will eventually need to face the decision to do what is best for the business. Although giving employees the opportunity to improve is important, sometimes there reaches a point where the best option is to simply let the employee go.  But how do you know when it is time?

They Remain the Same

If there is room for improvement and an employee is not meeting your expectations, it is likely time to let them go. Offer necessary training and feedback beforehand to give them a chance to correct any mistakes they have made, whether they are behaving outside of the workplace code, by behaving badly and/or bringing down other people, or are failing to produce good quality work. 

They Affect Workplace Productivity

If an employee is not improving aside from all corrections and opportunities given to do so, it can adversely impact workplace productivity. If one employee skimps on doing is work or does not get information to other coworkers in a timely manner, the entire office’s productivity can slip. By letting an unproductive employee goo, it can benefit your company by filling his position with someone who can do the job correctly.

They Are Tardy or Absent Frequently

If a worker is regularly tardy to work or absent – or if he takes extended breaks – it must be addressed. These types of employees are unreliable and when an employee has attendance issues, it can impact company morale. Other employees may lose productivity and if you fail to do something about it, they may notice the company is failing to correct it, which could encourage more bad behavior.

If you feel it is time to fire an employee, do it correctly. Does your company have a policy on how many warnings an employee gets before letting them go? If so, be sure to stick to the policy. If an employee receives the highest number of strikes allowed, it is time to let him go. Be sure to document all problem behavior and warnings to protect your business from a termination lawsuit.

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