In an increasingly litigious workplace, and with a small percentage of the workforce abusing backstops like Workmen’s Compensation and the Family Leave and Medical Act, employees who create problems and disrupt the business need to be dealt with the old-fashioned way, even in a high-tech age:
- Identify the Problem: Issues of under-performance, chronic poor attendance or general disgruntlement tend to rear their ugly heads early on in an employee’s tenure. The earlier a problem employee is identified, the easier it is to resolve the issues or dismiss the person.
Manage the Risk: Everyone wants to spare their company the cost of a lawsuit, but keeping an under-performer for fear of litigation isn’t the answer. Implementing a firm attendance policy, an effective performance management and review system, a formal disciplinary process, and training supervisors in all of the above can be very helpful.
Be Proactive: Dealing with problem staffers presents a good opportunity to review the employee handbook, policies and procedures – and amend anything outdated or that might open up your firm to potential litigation.
Document the Problem: When you have no recourse other than separating the problem employee from your organization, accurate documentation of the situation is vital.