If you suspect you’re in danger of being fired, you don’t just need to sit back and wait for it to happen. If you’re proactive about addressing it, you have a pretty good chance of making the situation better for yourself. I’m not saying you can magically keep your job, but you might be able […]
Read the full article →A reader writes: I am a partner in a small business. I need to terminate one of our admins for performance problems. Do you think I should give her “notice” before I fire her? I am a bit concerned because we’ve let her slide without formally saying anything–no verbal or written warnings for things that […]
Read the full article →A reader writes: I manage a team that supports IT for a very large corporation. On this team of 10 people, I have 2 people with skills to support a particular product, John and Jenny. I have asked John, with the stronger skills, to train the rest of the team, so that we have less […]
Read the full article →A reader writes: Recently I had to fire one of my employees. There was a history of tardiness, no-call/no-show behavior, and lack of performance at work. All of this behavior was documented, and the employee was put on at least two action plans. I tried sharing tips from my own life, giving clear warnings about […]
Read the full article →A reader writes: How would you deal with a fired employee who keeps calling active employees here on the job to speak badly about the company and HR? It is sadly at the point where she is making things up and defaming the abilities of the HR team by spreading rumors. Any advice? You can […]
Read the full article →A reader writes: As a freelancer with many different clients, occasionally some of them don’t work out. However, I’ve found that some employers can be what I consider rude when letting me go after the work I turned in was not what they wanted. One was very cordial up until the point when she wrote, […]
Read the full article →A reader writes: I know there have been a lot of discussions on your blog about the kindest ways to fire someone. I was wondering what your opinion is on the time of day it’s done. Recently one of my coworkers was let go. At the end of the workday, another manager ushered everyone else […]
Read the full article →A reader writes: My friend has been put on a PIP after about eight months at his job – his manager says that he “doesn’t have the skills” to perform the job to her standards. After three months on the PIP, it came up that his manager hasn’t seen the improvement she’s been looking for […]
Read the full article →A reader writes: I’m the only HR person in a high turnover construction-related business. Prior to me, the supervisors handled (or didn’t, is more like it) all their hiring and firing themselves. We often have people quit showing up for work, and in the past supervisors would just never contact them with their next report […]
Read the full article →A reader writes: I need to fire our office manager. It’s a mix of issues, all related to attention to detail and organization. I’ve clearly warned her and put her on a performance improvement plan, which she hasn’t passed, so I’ve got my documentation in order. The problem is that she’s the most popular person […]
Read the full article →