09/ 21/ 2004
If an employee is not performing to your standards or expectations, you must handle it immediately. Don’t make the mistake of assuming that it will pass. Set up a time to discuss what is happening directly with the employee. Do not wait for a review period.
If your salesperson Bob, for example, is not performing to his usual standards, sit Bob down and explain that his sales over the last two weeks have really declined. Tell him you are concerned and ask if there is a reason. Perhaps you do not know that a vendor is delaying shipment; thus, sales have fallen off. Or, Bob could be having personal problems that you don’t know about. There is often a reason for poor performance whether it is in the employee’s control or not. The only way to find out and correct the problem is to have a discussion. This is done best in person, but if the salesperson is in Denver and you are in Cincinnati, get on the phone and have the discussion.
If an employee has an attitude problem or does not fit into the culture of the company, it will be necessary to communicate your concerns with that employee. Many times behaviors can be adjusted to your satisfaction. This is not to say that the person can be changed, but that the behaviors can be modified. You must address the situation in order for it to change. The sooner you do it, the better.
The Termination Process
- It is never easy to terminate an employee. It is, therefore, very important that you prepare for such an event. The items listed below are a suggested outline of events to make this process move more smoothly.
- Always conduct a termination face-to-face.
- Be sure to discuss the termination in a place that is away from other staffers to avoid humiliating the employee. Treat the employee with dignity.
- Have another person or a member of management present whenever there is a termination.
- Be firm in your decision. Do not back down. If you do, you may be setting a precedent that you may not want in the company.
- Be truthful when explaining the reasons for terminating an employee. This is not the time to be flowery and wordy.
- When at all possible, conduct the termination at the end of the workday on a Friday. Help the employee gather his or her belongings, then walk him or her to the door.
JIM R. SAPP is an international business consultant and speaker with more than 25 years experience as a business owner and entrepreneur. He is Founder and Director of the American Small Business Institute, and recipient of both the “Entrepreneur of the Year” award and “Blue Chip Enterprise Award” for inspirational achievement in business. His book Starting Your First Business is available from www.sappbiz.com or by calling 800.570.5436.
