The “expectation-experience gap” can be a precursors\ to a loss in productivity. Combining the work of three data models, a team found that when employees experience something divergent from how they expect to be treated (like fairly and equitably), they react strongly. A study of trust-based relationships and organizational fairness perception, summarized in MIT Sloan Management Review, highlights the need for employee trust. No surprise there.įairness is paramount – bad employees really do diminish morale. If they cannot, then separation is of their own doing. They need to take ownership of their mistakes and accept responsibility for their future employment. The same policy should apply to any employee who cannot meet the terms of employment. If Theresa can’t make it on time, then she has to be let go, period. Now here’s the hard part: you have to stick to it. If she doesn’t take ownership of her problem and correct it, she will be fired – yes, actually fired! Use your progressive discipline policy and follow the steps: first warning, second warning, third warning, termination.
Emphasize to her that no matter how good her work, the rules apply to her just like everyone else. She promises to do better, and she does, for a few days – then it’s back to tardy town.įor Theresa, progressive discipline could work. You give her the stink eye whenever you catch her sneaking in late you leave notes on her desk to “make an effort to get to work on time,” but you avoid sitting down with her and having a serious conversation because you’re uncomfortable. Is it worthwhile to recover this employee? You’re aggravated that she frequently arrives late to the morning staff meeting and you have to give her separate updates as a result, but she’s really competent at her job. Let’s take a look at a few types of problem employees and examine whether they should be saved or sacked. Whereas a few simple steps of ownership and correction could have salvaged that staff member, now the revolving door (and costs) of employee turnover begins again. The unexpected “you’re fired” down the road is often the shocking end-result. The employees are adults and they know what’s expected of them – why do I have to nag them about problems? It’s uncomfortable! But staff members rightfully read an absence of correction as tacit approval. Managers complain about having to correct employees. If you could correct the problem and get them back to that place, would it be worthwhile? Unless they completely misrepresented their skills and expertise, they were likely a productive member of the team at some point. Here’s the first thing to consider when wondering if it’s time to terminate: You hired that person because you thought they held promise. When used appropriately, it provides guidelines to turn around a problem area and reclaim a productive employee. A progressive discipline policy should really be called a progressive correction policy. The problem with these policies is they’re not used as intended. A progressive discipline policy is an opportunity to fix a problem before the hammer comes down.
I recently read an article about companies to “avoid” when looking for a new job one listed was companies with a progressive discipline policy. The trick is finding the balance between the effort needed to correct problems with the reward of reclaiming a good employee and the bonus of not having to go through the time, the energy and the expense of replacing them.
#Hopefully i dont get fired today. full#
According to Josh Bersin, of Bersin by Deloitte, the time to regain full productivity with a new hire is one to two years, with an investment in that training of up to 20 percent of the employee’s salary. But often when you’re considering letting someone go, you may be missing out on an opportunity to modify problem behavior and salvage an otherwise good staffer. No surprises allowed.īut when is it necessary to fire an employee, and when should companies look for ways to rehabilitate? When separation is necessary, it’s important to do it properly, with respect and dignity. Every employee who is terminated should know it’s coming and be ready to take responsibility when it happens. Unless your company has fallen victim to a pirate-worthy hostile takeover, or a 60 Minutes exposé that brings the villagers with torches and pitchforks, getting fired should never come out of the blue for any employee. No one should ever be surprised to be fired. ← All Blog Articles When (and How) to Fire an Employee: 7 Signs it's Time to Terminate
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