Hi,
Just relax, talk to you friend clearly and make him aware of the suituation clearly. Now talk to you boss on his perfromance give him all the details and please mention time to check his performance. Now after that time you speck to your friend and make things clear once his performance is evaluated.
Suresh
From India, Jaipur
2Just relax, talk to you friend clearly and make him aware of the suituation clearly. Now talk to you boss on his perfromance give him all the details and please mention time to check his performance. Now after that time you speck to your friend and make things clear once his performance is evaluated.
Suresh
From India, Jaipur
Dear,
In my opinion, there can be two solutions to your problem.
Being a HR professional, you can do the employee advocacy (highlighting the positive side of an employee to your management.)
As this person has just completed two months, thus one chance can be given after taking consent from management.
Other solution, Go for one to one meeting with an employee. Discuss his performance issue and take an appropriate action (on the basis of his conduct during meeting).
Try to explore the options for improving his effectiveness. In the case, when meeting is not fruitful, take his resignation on the spot. Try to help him in the outplacement.
Regards
Subhanish Malhotra
Manager HR
Arvind Ltd, Ahmedabad
From India, Indore
In my opinion, there can be two solutions to your problem.
Being a HR professional, you can do the employee advocacy (highlighting the positive side of an employee to your management.)
As this person has just completed two months, thus one chance can be given after taking consent from management.
Other solution, Go for one to one meeting with an employee. Discuss his performance issue and take an appropriate action (on the basis of his conduct during meeting).
Try to explore the options for improving his effectiveness. In the case, when meeting is not fruitful, take his resignation on the spot. Try to help him in the outplacement.
Regards
Subhanish Malhotra
Manager HR
Arvind Ltd, Ahmedabad
From India, Indore
Dear,
Note the following:
1. What did you mention in the offer & appointment letter? Review that. It is most important.
2. Did you ever give him any info regarding his non performance either formally or informally?
If yes, take his speed of improving to the expected level as the reason.
If no, do you feel that removing him decision of your boss is justified?
If yes, immediately tell him to improve.
If no, then ask him to submit his resignation
3. At your level, you have to analyse the decision of your boss. If he is right, well there is no problem in agreeing with him. If his decision is wrong, there is no harm in putting to him that he is wrong and further you can also ask him to go for a second thought.
4. If your boss has made up his mind to remove, then, no body can stop.
5. You can go through the following details of your AM Marketing
Call Average, Target Achievement, Learning aspects, Interaction with Customers, Seriousness of the job etc.
Regards,
Saran
From India, Hyderabad
Note the following:
1. What did you mention in the offer & appointment letter? Review that. It is most important.
2. Did you ever give him any info regarding his non performance either formally or informally?
If yes, take his speed of improving to the expected level as the reason.
If no, do you feel that removing him decision of your boss is justified?
If yes, immediately tell him to improve.
If no, then ask him to submit his resignation
3. At your level, you have to analyse the decision of your boss. If he is right, well there is no problem in agreeing with him. If his decision is wrong, there is no harm in putting to him that he is wrong and further you can also ask him to go for a second thought.
4. If your boss has made up his mind to remove, then, no body can stop.
5. You can go through the following details of your AM Marketing
Call Average, Target Achievement, Learning aspects, Interaction with Customers, Seriousness of the job etc.
Regards,
Saran
From India, Hyderabad
Dear Subuzz,
If your Boss and Company is not satisfied with the performance of dat particular employee,instead of giving him a Termination Letter you can ask him to leave the organisation by resigning.I feel that a termination letter can also affect his future performance & carrer also in a long run.
Thanks & Regards,
Shweta Nain
From India, Delhi
If your Boss and Company is not satisfied with the performance of dat particular employee,instead of giving him a Termination Letter you can ask him to leave the organisation by resigning.I feel that a termination letter can also affect his future performance & carrer also in a long run.
Thanks & Regards,
Shweta Nain
From India, Delhi
Hi.. I dont think there is an easy way out to terminate an employee. That too two months is too short a period to arrive at a decision to terminate.
Ask yourself a few questions
Has the organisation given the new recruit a clear opprtunity to perform
Is there clear evidence of non performance
If yes, is the evidence documented
What were the reasons for non performance. Lack of ability or attitude, cultural misfit?
Once you are convinced that the answer to these questions are positive, still you can go ahead and issue a memo giving time for the employee to improve. atleast 3 months.( If convinced of heavy non performance you can even have a salary cut during this trial period or go for deferred payment). But make sure memo documents all the evidences and hostoric events of non performance, past oral warnings etc and clearly say that organisation is giving a lst opportunity for improvement and if he fails to utilise it we may not be able to support any more. . I think that slow path has to be taken and this comes as a penalty for a bad recruitment. Ofcourse you can also opt to just give him the notice pay and terminate provided you have solid proof of non performance. But that is unethical and will not be benficial for the organisation also
Ask yourself a few questions
Has the organisation given the new recruit a clear opprtunity to perform
Is there clear evidence of non performance
If yes, is the evidence documented
What were the reasons for non performance. Lack of ability or attitude, cultural misfit?
Once you are convinced that the answer to these questions are positive, still you can go ahead and issue a memo giving time for the employee to improve. atleast 3 months.( If convinced of heavy non performance you can even have a salary cut during this trial period or go for deferred payment). But make sure memo documents all the evidences and hostoric events of non performance, past oral warnings etc and clearly say that organisation is giving a lst opportunity for improvement and if he fails to utilise it we may not be able to support any more. . I think that slow path has to be taken and this comes as a penalty for a bad recruitment. Ofcourse you can also opt to just give him the notice pay and terminate provided you have solid proof of non performance. But that is unethical and will not be benficial for the organisation also
Marketing is a position which requires a minimum of 6 months probation time to be able to judge how well a person is doing- 2 months is too short a period to conclude.
If despite KRA's, expectations, etc being delineated, and the requisite knowledge, skills and training to do the job being imparted- the employee is still not performing.... then may I suggest that you involve the Employee Assistance Program in your company (if you have one), as they would be able to assess whether the individual has any psychological/ emotional issues that are preventing him from performing- and if so, receiving regular coaching on handling these issues more effectively would form an integral part of a holistic development plan for improving the employee's performance.
If despite KRA's, expectations, etc being delineated, and the requisite knowledge, skills and training to do the job being imparted- the employee is still not performing.... then may I suggest that you involve the Employee Assistance Program in your company (if you have one), as they would be able to assess whether the individual has any psychological/ emotional issues that are preventing him from performing- and if so, receiving regular coaching on handling these issues more effectively would form an integral part of a holistic development plan for improving the employee's performance.
Dear Friend,
This is very unprofessional practise, you should give him is goal for probation at the time of joining only and two months period too less to measure his performance. Tell your friend about your Boss expectations and his desire towards your friend. Also discuss with your Boss about notice period and future impact on existing employees and comp.environment.
Regards,
Ravi
From Germany, Lohmar
This is very unprofessional practise, you should give him is goal for probation at the time of joining only and two months period too less to measure his performance. Tell your friend about your Boss expectations and his desire towards your friend. Also discuss with your Boss about notice period and future impact on existing employees and comp.environment.
Regards,
Ravi
From Germany, Lohmar
Hi All,
Very Interesting Discussion
2 Views - To Have Him & to Throw Him.
1) When Was he appointed
2) Wat is his Job Role
3) Who is his immediate Superior
4) What was his Previous Experience
5) Who interviewed Him
6) On What basis his selection was done
7) Wat Made You to Decide on His Termination
8) How was his PErformance Measured
9) On What Basis he is Termed Non Performer
10) what is his KRA
11) How was his induction
12) Was any Training required for the particular position
13) Was any Training Given to Him.
14) On Wat Basis the 2 months was decided to define his Performance
15) Was any Oral Warning given to Him.
16) Was any written warning given to him followed by Oral Warning.
17) Why the Word Friend comes in Professional Career.
Answer all the above questions, you will sure get an answer for your query.
Regards/MPMS
From India, Coimbatore
Very Interesting Discussion
2 Views - To Have Him & to Throw Him.
1) When Was he appointed
2) Wat is his Job Role
3) Who is his immediate Superior
4) What was his Previous Experience
5) Who interviewed Him
6) On What basis his selection was done
7) Wat Made You to Decide on His Termination
8) How was his PErformance Measured
9) On What Basis he is Termed Non Performer
10) what is his KRA
11) How was his induction
12) Was any Training required for the particular position
13) Was any Training Given to Him.
14) On Wat Basis the 2 months was decided to define his Performance
15) Was any Oral Warning given to Him.
16) Was any written warning given to him followed by Oral Warning.
17) Why the Word Friend comes in Professional Career.
Answer all the above questions, you will sure get an answer for your query.
Regards/MPMS
From India, Coimbatore
Hi,
Listen as per the PP act, one cannot terminate on Non performance basis....if the situation was there for years, then there will be consideration. You are saying that he joined 2 months back.so u cannot terminate on NON PERFORMANCE basis.....so better expalin the situation him and obtain resignation from that fellow.. as a HR u shud use ur skills to obtain resignation from that person...and remember to give one month notice as well..mean time he cna search for other job...
From India, Hyderabad
Listen as per the PP act, one cannot terminate on Non performance basis....if the situation was there for years, then there will be consideration. You are saying that he joined 2 months back.so u cannot terminate on NON PERFORMANCE basis.....so better expalin the situation him and obtain resignation from that fellow.. as a HR u shud use ur skills to obtain resignation from that person...and remember to give one month notice as well..mean time he cna search for other job...
From India, Hyderabad
WOW.....It is the best post from my angle and reflect from my mind too......
First of all who interviewed (Need to evaluate his performance - if boss then forget)
Before appointing a person organization(the recruiting team) should take proper measure to fit the right candidate for right position
Sridhar
First of all who interviewed (Need to evaluate his performance - if boss then forget)
Before appointing a person organization(the recruiting team) should take proper measure to fit the right candidate for right position
Sridhar
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf