The economic recession is weighing stress on nearly everyone. The possibility of being terminated from our employer can be emotionally and monetarily overwhelming. Ambiguity and volatility can manifest unneeded havoc.
The number one cause for termination usually is accredited to inferior work performance. Policies and procedures should be clearly outlined and the employee should review this information periodically to help safeguard them from an unexpected departure.
Commitment and loyalty to an employer goes a long way to keeping a job. Commitment coupled with a good work ethic usually goes hand in hand.
The manner in which you conduct yourself greatly affects your production and the production of those around you. A difficult or standoffish attitude tends to diminish overall team spirit. Negativity is not usually welcome in the workplace.
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 an employer, you need to set realistic expectations for your employees. A well written job description, a company mission statement and good leadership are just a few of the ways to set people up for success. Successful employees equates to successful employers.
When faced with the challenge of letting someone go, be compassionate but assertive. Keep the conversation brief and preferable in private. Based on the employees job description, showing them production standards or examples of behaviors they needed to demonstrate are helpful in getting your point across. This of course is based on the assumption you have had previous discussions with this particular employee.
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. - 31821
The number one cause for termination usually is accredited to inferior work performance. Policies and procedures should be clearly outlined and the employee should review this information periodically to help safeguard them from an unexpected departure.
Commitment and loyalty to an employer goes a long way to keeping a job. Commitment coupled with a good work ethic usually goes hand in hand.
The manner in which you conduct yourself greatly affects your production and the production of those around you. A difficult or standoffish attitude tends to diminish overall team spirit. Negativity is not usually welcome in the workplace.
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 an employer, you need to set realistic expectations for your employees. A well written job description, a company mission statement and good leadership are just a few of the ways to set people up for success. Successful employees equates to successful employers.
When faced with the challenge of letting someone go, be compassionate but assertive. Keep the conversation brief and preferable in private. Based on the employees job description, showing them production standards or examples of behaviors they needed to demonstrate are helpful in getting your point across. This of course is based on the assumption you have had previous discussions with this particular employee.
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. - 31821
