Hello friends,
One of the employees who joined 6 months ago is experienced. We have addressed a performance issue with him multiple times in review meetings, yet he is still not meeting expectations. Now, he has approached me and expressed that he doesn't want to continue because he is unable to meet the company's expectations.
Do we need to let him go even though he has already completed his training?
Kindly suggest how to proceed further.
Thanks in advance.
From India, Bangalore
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3One of the employees who joined 6 months ago is experienced. We have addressed a performance issue with him multiple times in review meetings, yet he is still not meeting expectations. Now, he has approached me and expressed that he doesn't want to continue because he is unable to meet the company's expectations.
Do we need to let him go even though he has already completed his training?
Kindly suggest how to proceed further.
Thanks in advance.
From India, Bangalore
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Hi,
It is the employer's call whether to relieve or to wait and see for some more time.
Being an experienced employee, he should have passed through the interview process, including any written tests. If a performance issue is present, why was it not identified during the interview?
If the interview and selection process are stringent, then these sorts of issues can be avoided.
Now that the employee is volunteering for separation, it is better to close the file if you feel there is no point in pushing him further for performance.
From India, Madras
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It is the employer's call whether to relieve or to wait and see for some more time.
Being an experienced employee, he should have passed through the interview process, including any written tests. If a performance issue is present, why was it not identified during the interview?
If the interview and selection process are stringent, then these sorts of issues can be avoided.
Now that the employee is volunteering for separation, it is better to close the file if you feel there is no point in pushing him further for performance.
From India, Madras
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@Lakshmi Narayanan. Thank you If we hired him for critical role then also same thing will ne applicable.
From India, Bangalore
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From India, Bangalore
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Hi,
It is up to the discretion of the employer.
Just find out where he is lacking and whether training can be imparted to the employee. Set a timeline. Evaluate the progress. In spite of training provided, if the employee is not able to grasp things, then opt for the separation process.
From India, Madras
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It is up to the discretion of the employer.
Just find out where he is lacking and whether training can be imparted to the employee. Set a timeline. Evaluate the progress. In spite of training provided, if the employee is not able to grasp things, then opt for the separation process.
From India, Madras
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As the situation has come to this extent, I feel there is no point in retaining or retrying the employee; allow him to go gracefully. When the person is incompetent to handle the duties assigned, despite being given chances to improve, then perhaps the only commendable way is to call it quits. It appears the employee has handed in their resignation or else persuade him to do so and accept the resignation.
From India, Mumbai
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From India, Mumbai
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