Guildance on managing employee

Funky_Bold_Ribena

lizzydarcy wrote: »

You may wish to give ACAS a ring or check out their website.

Not only do they have lots of helpful advice for this type of issue which can be good to protect yourself legally but they run training sessions which could help in the long term.

At 5 weeks though, if you state in your contract of employment that there is probation period, you could probably get rid without an issue and at 5 weeks, unfair dismissal shouldn't be an issue.

You say the employee has potential though which leads me to think that you might want to consider giving this employee a second chance. If this is the route you decide to take, I think the best way forward would involve a sit down chat with the employee and address your concerns with them and then draw up an "Action Plan."

The action plan would be an agreement on what behavior you need to see improve and over what timescale. If the employee breaches the conditions and you get rid of him, at least you can say you gave him the chance to air his concerns and to improve.

Make sure you make notes in the meeting for his personal file - its easy to forget things.

With or without a probation period, an employer can dismiss an employee without reason, as long as it isn't for one of the protected reasons, at any point in the first two years.

The reason that I would recommend dismissing this person is that there are several things here, and if he knows that he isn't safe for two years, which most employees should know, and yet he is upsetting colleagues, upsetting customers and upsetting the boss...then think what damage he could do after the two years is up...

The OP doesn't sound a strong manger, otherwise they would have sorted this out without having to ask. I am guessing that there is no disciplinary procedure otherwise they would have invoked it already on the first of the three issues.

I would recommend training though.

Southend1

top_drawer wrote: »

Good employers create good employees in my experience.

Plus if you avoid dealing with the issue now (by taking the easy route), then what will you do when you get someone more troublesome.

Have you got small business support available? Can you look into getting it?

I'm shocked how many people are advocating getting rid of this individual without looking into the reason behind their attitude. Imagine the post from this individuals perspective "I started a job five weeks ago and no one is willing to help me so I'm sucking it up by ignoring the behaviour and sticking with what I know from my previous job - I try to appear confident but I think everyone hates me..."

Yes, this advice is spot on. It's no good OP compensating for his lack of management experience by just sacking anyone who isn't the perfect employee from day 1.

OP talk to this employee, find out what makes him tick. Put yourself in his shoes. Why do you think he is behaving like this?

Get him some training and sign yourself up for some management training too.

It may come to sacking him in the end but this should be the last resort, not the first.

If this sounds like too much hard work for you then you need to look at alternative ways of operating as your business grows. Maybe hire/promote a supervisor to manage your staff so you can focus on running the business?

Southend1

AmberNguyen wrote: »

Start off with a polite conversation with them..but if that doesn't works for them than it is time you teach them a lesson..get them under your command and act like a real boss..there is mo place for mercy.

Teach them a lesson? No place for mercy?

Where did you learn your management skills? The boxing ring? The school playground?

Behaving like this will not help OP's staff understand what is expected of them nor will it set a good example to them.

mcfisco

The maintenance schedule for this particular employee already sounds onerous, unless they're an ethnic minority or a pregnant woman, I'd be showing them the door today.
That probably sounds a bit harsh but they simply don't fit with your expectations and showing these characteristics this early on is not something I think can be trained out of a lot of people, so politely let them go and both of you can find more suitable matches.
If they are in the categories above, get some advice first.

ILW

Why bother wasting time on a rubbish employee, there are plenty of good people looking for work at the moment.

ILW

top_drawer wrote: »

Good employers create good employees in my experience.

The most successful employers take on the right people in the first place, and if they make a mistake they get rid as soon as.

Southend1

ILW wrote: »

Why bother wasting time on a rubbish employee, there are plenty of good people looking for work at the moment.

I think OP needs to spend time developing his own skills as a manager. Otherwise he will be wasting a lot of time hiring and firing "rubbish" employees.

It's likely the main problem with this employee is that he hasn't had adequate induction or training and does not know what OP expects of him, yet is trying to appear confident and competent.

Time invested in staff development is never time wasted IMO.

ILW

Southend1 wrote: »

I think OP needs to spend time developing his own skills as a manager. Otherwise he will be wasting a lot of time hiring and firing "rubbish" employees.

It's likely the main problem with this employee is that he hasn't had adequate induction or training and does not know what OP expects of him, yet is trying to appear confident and competent.

Time invested in staff development is never time wasted IMO.

I would spend time and money developing the right people. On the face of it, this person seems to have an attitude problem. Unless there is some big plus point for the individual, why waste resources that could be better used elsewhere?

I would happily spend time with someone who has the right attitude but lacks some practical skills, but not visa versa

bitemebankers

ILW wrote: »

The most successful employers take on the right people in the first place, and if they make a mistake they get rid as soon as.

Says someone who clearly has little or no experience managing anyone.

Sasha101

Hi Cobbingstones,

Get a meeting set up with this employee asap, armed with a copy of their job description and go through each duty with them, what it means and how their performance will be measured so they understand what it is that you expect from them. Have an honest chat with them, who knows this person could be feeling very intimidated by the 'pack mentality' of other team members, tough circumstances at home may be playing on their mind at work. If you don't talk to them you won't know!

Is this a time to review your inductions? Look at quality training, a buddy system for first few weeks to settle new person in, have they received a copy of the code of conduct?, health and safety policy etc so they are aware what behaviour is acceptable and what isn't?

Personally I think it's unfair to jump to conclusions that this person is at fault. Could it be a personality clash with other team members who have been their years and years and not keen on this new person coming in with their fresh ideas unsettling the team?

If others do have complaints and genuine concerns then you need to tell them to follow procedures and evidence dates, times, comments made etc so you have evidence to back up their claims of poor performance and not relying on hearsay from the office/shopfloor etc

It is very easy to think this person is crap and sack them blah blah blah but as manager your employees are looking to you for leadership. It is up to you to find the strength to deal with this person (and your team) head on otherwise you will be seen as weak. Deal with it the right way though, show understanding and support but don't forget to follow the rules. If things continue to worsen despite your meetings and support then it's time to refer to your manager/HR team as this could lead to dismissal, disciplinary procedures etc.

Good luck, it's tough at the top