The Worst Employee Ever

[ward]

I think it is better to go separate ways with an underperforming employee. There is no reason the crew should have to be burdened with an example of poor workmanship and a bad attitude. They don't want to have to deal with somebody like that and neither do I. Provided you have another employee to replace, I think you are better off removing a weak link and replacing.

3 reasons for removal: bad example to other employees, bad workmanship (self-evidently a bad thing), and the bad effects that your company suffers from the reputational cost of doing poor quality work.

The costs of bad work (damage to customer's property and equipment, the extra time for completion and repair) can be heavy.

These things should be communicated in a diplomatic way to the employee and the working relationship should be drawn to a close.

"Pity preserves that which is ripe for destruction" Nietzsche

 

[Bucknut]

I like that quote by Nietzche- but unfortunately I think it's more accurate to replace "pity" with "cowardice". Many leaders/bosses let bad things happen because they're too scared to do what needs to be done.

 

[arborcareman]

You may be correct, but...

This case I fell for a sob story and a promise of change. I think/hope I've learned my lesson.

I had to let someone go a couple years ago when I learned of a substance issue, he was a personal friend of around 20 years-just cut the cord....so I can do it without a problem.

 

[treehumper]

Take a step back and as mentioned be fair but firm. Establish a clear process for poor performance. Verbal warning, verbal with corrective actions within a time frame followed by a review, written warning with same corrective actions, dismissal.

Keep it objective and business oriented, don't allow personal matters interject.