Hello Senior,
in our company there is s/w developer who is not performance since her joining she is working since past 6 months, once company has given her written warning of this also , had discussion over it ,
in review meeting told her to improve her performance bt no change , now the company want to terminated her . bt we never told her tht our poor perfromance can lead to termination.
so can we termination her without any problem ?
From India, Jaipur
2in our company there is s/w developer who is not performance since her joining she is working since past 6 months, once company has given her written warning of this also , had discussion over it ,
in review meeting told her to improve her performance bt no change , now the company want to terminated her . bt we never told her tht our poor perfromance can lead to termination.
so can we termination her without any problem ?
From India, Jaipur
Terminating a non performer is always in the prerogative of the company. if the employee is confirmed to be out of legal tangle, you need to serve him/her with a minimum of two notices before you terminate him/her clearly stating that such third notice will attract termination.if she is still under probation then there is no issue at all. u can simply throw her out.
Rgds
Balaji
From India, Madras
Rgds
Balaji
From India, Madras
Hey
you can issue warning letters and counsel her to improve performance.
its not a simple stone to throw out, when you do not want. Its an employee's career. So, necessarily they be given a chance to improve their performance.
All companies mostly put on to other dept. If a specific employee is not performing to standards.
Hope it is in order
kb
From India, Madras
you can issue warning letters and counsel her to improve performance.
its not a simple stone to throw out, when you do not want. Its an employee's career. So, necessarily they be given a chance to improve their performance.
All companies mostly put on to other dept. If a specific employee is not performing to standards.
Hope it is in order
kb
From India, Madras
counceling and warning are already done as per Swati. Here you shud think in company view. not as a friend. an employee is supposed to b an asset to the company. if not this is evetual outcome.
Even i suggested termination only after proper dcumented warnings
Balaji
From India, Madras
Even i suggested termination only after proper dcumented warnings
Balaji
From India, Madras
There are lot other forms to tackle a non-performing employee and the last resort would be termination. Kb
From India, Madras
From India, Madras
wat i'll suggest is tht ask her the reasons y she is not able to perform...make her understand first that she is vry important to ur company thn m sure tht there moght b strong reason of her bad performance....
another thng would be tht the kind of job she is in...might not b of her intreset...so try asking her wat her intrestes r....and i repeat again that make her understand one thng first tht she is very important for the organisation....it will creat a change....!! m sure..
regards
shimit
From India, Banga
another thng would be tht the kind of job she is in...might not b of her intreset...so try asking her wat her intrestes r....and i repeat again that make her understand one thng first tht she is very important for the organisation....it will creat a change....!! m sure..
regards
shimit
From India, Banga
Dear,
1.Ask her for resign & one month notice to be served by him.
2.You can give her one month salary in advace against the one month notice served by her and said about the situation of the company and release.
Best Regards
sajid Ansari-delhi
From India, Delhi
1.Ask her for resign & one month notice to be served by him.
2.You can give her one month salary in advace against the one month notice served by her and said about the situation of the company and release.
Best Regards
sajid Ansari-delhi
From India, Delhi
hello guy her Probation is over she was havng two month probation bt her performance is not good in tht also and in her six month employment she had abt 2.5 month of leave P.
From India, Jaipur
From India, Jaipur
I think there is no any problem to terminate her if she is not perfoming after warning or suggestions for improvement.there is no space for non performer in any industry. sometimes hr have to be strong.
sometimes negative motivation or warning works.
From India, Ahmadabad
sometimes negative motivation or warning works.
From India, Ahmadabad
Dear Swati,
I assume that your question is "can we terminate her"?
Because you feel that you have not informed that poor performance can lead to termination.
This is by default that a company Should terminate a non performer - inspite of continuous warnings and suggestions for improvement. I am sure you must have issued an appointment letter which would have the norms statig the under perormance can lead to termination.
There would be no issue in going ahead with termination. (else the company is failing!). Try considering to re deploy her else where, or for any other project. If this is not possible, pls call her and tell her that she is being terminated.
Make sure her full notice is paid and the f&f is completed with no issues.
From India, Madras
I assume that your question is "can we terminate her"?
Because you feel that you have not informed that poor performance can lead to termination.
This is by default that a company Should terminate a non performer - inspite of continuous warnings and suggestions for improvement. I am sure you must have issued an appointment letter which would have the norms statig the under perormance can lead to termination.
There would be no issue in going ahead with termination. (else the company is failing!). Try considering to re deploy her else where, or for any other project. If this is not possible, pls call her and tell her that she is being terminated.
Make sure her full notice is paid and the f&f is completed with no issues.
From India, Madras
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