Hello, Hope all the HR's are doing good and wishing you all a Merry Christmas and a prosperous new year :)
My query for today, how do you convey an employee that he/she has to quit the company due to lack of performance and that we are losing clients under the vertical handled by that employee?
How do we put it across to them? If he/she accepts or rejects, whose call it? How does the procedure go after he/she accepts to resign? We have a notice period of 15 days. Any more info needed please let me know.
Aishwarya
HR
From India, Bengaluru
10My query for today, how do you convey an employee that he/she has to quit the company due to lack of performance and that we are losing clients under the vertical handled by that employee?
How do we put it across to them? If he/she accepts or rejects, whose call it? How does the procedure go after he/she accepts to resign? We have a notice period of 15 days. Any more info needed please let me know.
Aishwarya
HR
From India, Bengaluru
Dear Aishwarya,
If the termination of the employee is on the grounds of poor performance then did you issue any warning letter so far? What about the Performance Appraisal (PA)? When it was done last time and was the employee told about the poor performance by his/her manager? When customer complaints were received because of the poor work by the employee concerned, then was he given any kind of warning letter?
If you have done this ground work then there should not be a problem to handle the termination. The news of separation will not be bolt out of blue.
Anyway, let the employee be told by his manager about poor performance. This will help employee to prepare the frame of mind.
When employee comes to your office, tell him/her that his/her services are discontinued with effect from _____ date. Mention clearly to whom he/she should hand over charge of his position.
Thanks,
Dinesh Divekar
From India, Bangalore
If the termination of the employee is on the grounds of poor performance then did you issue any warning letter so far? What about the Performance Appraisal (PA)? When it was done last time and was the employee told about the poor performance by his/her manager? When customer complaints were received because of the poor work by the employee concerned, then was he given any kind of warning letter?
If you have done this ground work then there should not be a problem to handle the termination. The news of separation will not be bolt out of blue.
Anyway, let the employee be told by his manager about poor performance. This will help employee to prepare the frame of mind.
When employee comes to your office, tell him/her that his/her services are discontinued with effect from _____ date. Mention clearly to whom he/she should hand over charge of his position.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sir,
Thanks a lot for your reply sir.
Yes, all that has been conveyed to the employee and even during performance appraisals. We did not issue a warning letter physically or by mail, but several discussions has taken place regarding the issue and the employee very well knows of her poor performance. The client has also spoken to the employee and conveyed his dissatisfaction towards her work. We have also put it across that if this continues we cannot afford to keep the employee.
But she's currently on leave and she wouldnt have expected that we would really terminate her. But we have to do it we have no other option.
My doubt:
Should we provide termination letter or ask her to resign? If we provide termination letter, will we still issue the experience and relieving letter? or is it issues only if the employee resigns?
Aishwarya
HR
From India, Bengaluru
Thanks a lot for your reply sir.
Yes, all that has been conveyed to the employee and even during performance appraisals. We did not issue a warning letter physically or by mail, but several discussions has taken place regarding the issue and the employee very well knows of her poor performance. The client has also spoken to the employee and conveyed his dissatisfaction towards her work. We have also put it across that if this continues we cannot afford to keep the employee.
But she's currently on leave and she wouldnt have expected that we would really terminate her. But we have to do it we have no other option.
My doubt:
Should we provide termination letter or ask her to resign? If we provide termination letter, will we still issue the experience and relieving letter? or is it issues only if the employee resigns?
Aishwarya
HR
From India, Bengaluru
Dear Aishwarya,
No employee may be allowed to quit with blot on his career as the same employee may succeed and perform well in another set up.
Regardless of her unsatisfactory performance, allow her to resign and give her service certificate with grace.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
No employee may be allowed to quit with blot on his career as the same employee may succeed and perform well in another set up.
Regardless of her unsatisfactory performance, allow her to resign and give her service certificate with grace.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Thanks a lot Vinayak Nagarkar for your feedback.
Now that the manager is going out of town tomorrow, and i have to deal with this situation.. can HR alone is enough to put this across to her or is it mandatory for the manager to be there? Please let me know.
From India, Bengaluru
Now that the manager is going out of town tomorrow, and i have to deal with this situation.. can HR alone is enough to put this across to her or is it mandatory for the manager to be there? Please let me know.
From India, Bengaluru
You can take the employee in to a ConCall with the Manager to convey the same to associate.
From India, Hyderabad
From India, Hyderabad
Dear Aishwarya, Manager should be in the picture. Go with the suggestion of con -call and complete the communication. Regards Vinayak Nagarkar HR-Consultant
From India, Mumbai
From India, Mumbai
Dear Aishwarya,
As a HR Specialist, you know the mental agony likely to be experienced by a non-performing employee when s/he faces the situation of termination of employment on this reason. First reaction would be blatant refusal to accept the fact and the next would be casting aspersion of victimisation. Therefore don't be hasty in initiating the process of termination forthwith. Let there be a conference comprising of the employee, her immediate superior, functional head and the HR. Let the line people explain her about the seriousness of the situation created by her poor performance and the inevitability to do away with her and as HR, you convincingly ask her to choose the option of either punitive dismissal or dignified resignation.
From India, Salem
As a HR Specialist, you know the mental agony likely to be experienced by a non-performing employee when s/he faces the situation of termination of employment on this reason. First reaction would be blatant refusal to accept the fact and the next would be casting aspersion of victimisation. Therefore don't be hasty in initiating the process of termination forthwith. Let there be a conference comprising of the employee, her immediate superior, functional head and the HR. Let the line people explain her about the seriousness of the situation created by her poor performance and the inevitability to do away with her and as HR, you convincingly ask her to choose the option of either punitive dismissal or dignified resignation.
From India, Salem
Thanks a lot Umakanthan Sir. I did like how you mentioned.
Thanks a lot to Dinesh Divekar sir for walking me through this. I really appreciate your time and efforts towards me.
Lastly, I thank other members in the thread who have actively suggested me. This kind of support really matters a lot. :)
From India, Bengaluru
Thanks a lot to Dinesh Divekar sir for walking me through this. I really appreciate your time and efforts towards me.
Lastly, I thank other members in the thread who have actively suggested me. This kind of support really matters a lot. :)
From India, Bengaluru
Guidelines as issued by Mr Vinayak Nagarkar and Mr Umakanthan.M as regards termination of one of the employees is really splendid. I think this is the right way to deal with a inefficient employee. I do appreciate the suggestions given by both. A big salute to them both. However, it is still not clear how long service she has put in the Organization and what it is there in the Appointment letter regarding termination of service.
From India, Pune
From India, Pune
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